A performance review is your opportunity to get meaningful feedback on your work performance. When done well, performance reviews are not something to dread. Instead of being uncomfortable or negative, they can be an empowering tool to help you grow in your role and move forward in your career.
So, how can you make sure your performance review delivers the maximum benefit? As with most things in life, preparation is everything. The more effort you put into getting ready, the more valuable the meeting will be. In this article, we outline practical steps to help you prepare effectively and make the most of your review. At the end, you’ll find a downloadable checklist to make sure you’ve covered all the bases.
1. Gather All The Relevant Information
The first step is to collect all relevant documentation and data related to your role. Don’t leave this until the night before. Give yourself enough time to review your responsibilities and accomplishments. Start by checking your job description – is it still accurate? Have you taken on any additional duties not reflected in the current version?
Next, revisit the goals and priorities from your last review. This will help jog your memory and highlight your key achievements throughout the year. Instead of listing what you accomplished, focus on how you accomplished it. Demonstrating your approach and the impact of your work adds more depth and context.
Also, be honest about any goals that didn’t go as planned. Analyze what went wrong – was it due to a lack of training, shifting priorities, or other external challenges? Bring this into the discussion. A performance review is a rare opportunity to have your manager’s full attention, so use the time for a meaningful, constructive conversation about growth and improvement.
And if you’re planning to talk about salary or bonus adjustments, come prepared. Do your research on current market salary benchmarks for your role and industry. Presenting this information can help build a strong case for better compensation.
2. Complete A Self-Appraisal
If your organization has a self-appraisal process, be sure to complete it thoroughly and submit it ahead of your review. This gives your manager a clear understanding of your perspective before the meeting and allows for a more productive discussion.
No official form? No problem. Create your own using a simple SWOT analysis. Ask yourself:
- What are my strengths?
- What are my weaknesses?
- Where are the opportunities for me to grow or contribute more?
- What threats might affect my performance or development?
This kind of structured self-evaluation will sharpen your focus and help you walk into the review meeting with a clear picture of where you stand – and where you want to go. Make sure to share your insights with your manager in advance.
3. Prepare A Draft List Of Goals
Setting future goals is a key part of any review. While your manager will likely have some objectives in mind, taking the initiative by preparing a few personal development goals shows ambition and forethought.
Consider the areas where you want to improve or new skills you’d like to develop. These could relate to career advancement, expanding your role, or boosting your performance. Align your proposed goals with both your own growth and the broader objectives of your team or department.
Make sure the goals are SMART – Specific, Measurable, Achievable, Relevant, and Time-bound. And remember to send your draft goals to your manager before the meeting, giving them time to review and prepare for a more effective discussion.
4. Be An Active Participant In Your Performance Review
With all your preparation complete, the performance review meeting is the time to actively engage and contribute. Your attitude during the discussion can significantly influence the outcome. Avoid sitting back defensively with crossed arms. Instead, confidently highlight the great achievements you’ve made over the past year, show enthusiasm for training and development opportunities, and take initiative in setting meaningful targets for the coming year. While confidence is key, be careful not to come across as arrogant or complacent, as this can sometimes irritate managers.
No one is perfect, so expect a mix of positive and constructive feedback. Some comments may be difficult to hear, but try not to become defensive or upset. If your manager has prepared well (see our performance review tips for managers), you should already know the topics to be discussed. Leave any frustration outside the room and approach the meeting with solutions and fresh ideas for improvement. Showing you can accept constructive feedback professionally and respond with a thoughtful plan will impress your manager.
Remember, the ultimate goal of a performance review is to support your professional development. Treat any negative criticism as a valuable opportunity for growth, not as a personal attack.
5. Ask Insightful Questions To Gain Clarity
Being an active participant also means asking plenty of thoughtful questions. Since it’s rare to have your supervisor’s undivided attention, take full advantage by seeking clarity and deeper understanding. Asking questions is also a proven active listening technique that shows engagement and comprehension. Consider asking:
- What aspects of my performance should I continue doing?
- What new actions or behaviors should I start adopting?
- Are there any areas where I should stop certain practices?
These questions will help you extract more value from the review and fully understand your manager’s expectations moving forward.
6. Agree On Clear Next Steps During The Meeting
It is essential that both you and your manager agree on next steps ideally during the review meeting, or at least in a timely follow-up session.
Be clear on what the performance standards for your role are and what will be expected from you in the coming year. Also, ensure your action plan includes your career aspirations, such as pursuing professional qualifications or learning new software tools. These developmental goals not only benefit you personally but also add value to your company, making your manager more inclined to support your growth.
7. Schedule Regular Follow-Up Review Meetings
While you may already have regular supervision meetings, it’s crucial to set up formal performance review follow-ups. The action plan from your review should not be forgotten for another 12 months until the next review cycle. We recommend scheduling at least quarterly check-ins. Use these sessions to track your progress, celebrate successes, and address any obstacles promptly and collaboratively.
8. Start Preparing Early For Next Year’s Performance Review
It’s never too soon to begin preparing for your next annual performance review. Set up a dedicated folder–digital or physical–to collect supporting evidence throughout the year. Save emails from clients praising your exceptional customer service, commendations from project managers, or recognition from senior leaders for your creative problem-solving.
This ongoing documentation will save you time and stress when it’s time to prepare for next year’s review, giving you a rich source of concrete examples to showcase your performance and achievements.
Performance Review Checklist
Use this downloadable tick-box resource to ensure you are fully prepared for your performance appraisal. Click here to download.
| Task | Completed | |
| 1. | Review your job description & main responsibilities. Note any changes. | |
| 2. | Review last year’s targets:
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| 3. | Identify any training or professional development needs and possible ways they could be met. | |
| 4. | Consider your career aspirations.
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| 3. | Complete a self-assessment if one is available. If not, create your own using a SWOT framework. Share with your manager. | |
| 4. | Prepare a draft list of SMART goals & share it with your manager. | |
| 5. | Be an active participant in the performance review meeting. | |
| 6. | Agree action plan & next steps with your manager. | |
| 7. | Book in quarterly review meetings with your manager to check on action plan progress. | |
| 8. | Set up a folder to collect supporting evidence for next year’s review. | |
Performance Review Tips: Key Takeaways Every Employee Should Know
The most important takeaway is to avoid fear or intimidation around the performance review process. While a certain level of anxiety and nervousness is natural, remember that performance reviews are valuable opportunities for self-improvement and professional development. Embrace the process with a positive mindset, viewing it as a chance to advance your career and take meaningful next steps.
The second crucial takeaway is the importance of being thoroughly prepared. Following the practical steps outlined in this guide will help you manage any fear or uncertainty, ensuring you get the best possible outcomes from your review. Preparation empowers you to confidently showcase your achievements and set future goals effectively.
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FAQ Section
Why is it important to prepare for a performance review?
Preparation ensures that you can effectively communicate your achievements, address areas for improvement, and set clear goals, leading to a more productive and constructive review.
How can a self-appraisal benefit me during the review process?
A self-appraisal allows you to reflect on your performance, recognize accomplishments, identify growth areas, and demonstrate self-awareness to your manager.
What should I include when setting goals for the next review period?
Goals should be specific, measurable, achievable, relevant, and time-bound (SMART). Consider aligning them with organizational objectives and your personal career aspirations.
