8 Crucial Performance Review Tips
When your performance review rolls around once a year, it’s a great time to reflect on your goals and achievements.
To ensure that you’ll get the most out of your meeting, you need to keep a few key points in mind.
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To help you prepare an action plan and articulate your thoughts effectively, we will walk you through a few steps you should follow.
1. Discuss your achievements
Your manager won’t know every single thing that you’ve been up to throughout the year. So, now is the perfect time to discuss what you’ve achieved.
That said, make sure you bring proof along with you to show that you’re prepared.
For example, if you work in customer service, bring a log of all your exceptional feedback with you.
Just like an interview, it’s important to praise yourself and show what value you bring to the company.
2. Ask for feedback
If you don’t usually get one-on-one time with your manager, now is the perfect chance to ask for some valuable feedback on areas in which you can improve.
You could say something like ‘Do you have any feedback for me?’ or ‘Is there an area in which I can improve further?’
Depending on their answer, you can then create an improvement plan together for the upcoming months.
3. Discuss next year’s goals
To ensure you stay motivated within your role, you’ll need to discuss your goals.
What is it that you want to achieve for the following year, and what is possible within your job role?
It’s important to have this discussion so that your goals align and there’re no misinterpretations down the line.
4. Ask about the development of the business
This question not only shows your interest in the business but proves that you’re committed to the company.
It also shows that you’re keen to understand the overall development of the organisation and how your tasks contribute towards that.
5. Ask for clarification
If there’s something that you don’t understand, it’s perfectly fine to ask for clarification.
For example, if you’re discussing a new project that you’re taking on, be sure to ask for clear instructions before you walk out of the room.
Similarly, if your manager has said something that you don’t agree with, it’s fine to question it and ask for further explanation if needed.
6. Suggest any tools you may need
There are always new tools that can help speed up or improve a process.
That said, your manager is so busy, they might not have the time to research them.
This is why it’s important for you to bring them up in your yearly review if you feel that it’s something that could enhance your performance.
7. Talk about a raise
Your yearly review is the perfect time to discuss a pay increase.
After showing the great work that you’ve done throughout the year, you’re in a good position to also ask for a higher remuneration.
Go in with an ideal figure that you’d like based on your years of service and experience. In addition, if you’d like a title change, now is your time to ask.
8. Give feedback to your manager
An annual review is a two-way thing. You can also give feedback to your manager on areas that they could improve on.
For example, if you feel like they are micromanaging you, you can express this in a professional way without causing any offence.
So, now you know the best practices to help you prepare for your annual performance review!
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