No one likes to be judged. Performance reviews are often a “necessary evil” within a corporate environment, and they can be quite nerve-wracking for new and even more established employees.
But even if an employee doesn't look forward to performance reviews, they should be properly prepared to deal with them. Most of the time, a worker cringes at the thought of an upcoming review not because of any shortcoming of their own, but only due to an inability to prepare for these meetings.
To help employees that have periodic performance reviews, including those who are dealing with the process for the very first time, 11 members of Forbes Human Resources Council offer advice on the best ways to prepare for these reviews. Here's how they recommend turning it from an anxiety-triggering experience to one that is helpful to one's career goals.
1. Ask Specific, Targeted Questions
Don't wait for the annual review to seek feedback. Instead, ask for feedback from those you trust early and often; make it a part of your every day. Be specific and share why you are asking them. Ask what went well, and what is one thing you could improve. And ask a variety of people -- your peers, cross-functional teammates and your manager -- so you get a complete picture. - Jennifer Reimert, Workhuman
2. Get Clear On Expectations
Understanding the format of the review will help make that first meeting super effective. If you know what you are expected to prepare and discuss, you can work on preparing the right information instead of worrying about what will happen. It will also make it more efficient for your manager, saving their time and putting them in an even better frame of mind! - Karla Reffold, BeecherMadden
3. Set Goals And Recognize Accomplishments
I'm impressed by employees who think about their professional and personal objectives, prior accomplishments and how their manager can help them get there. Communicating thoughts visually conveys how they view their role and their impact on the company. It’s even more amazing when they show up to their second review with an updated presentation reflecting their progress and future targets. - Rachel Lyubovitzky, EverythingBenefits
4. Document Achievements, Identify Improvement Needs
In order to have a productive performance review meeting, employees should cultivate the habit of documenting their achievements every week or every other week. This exercise should also include identifying areas for improvement and the opportunities or training needed to improve their knowledge and skills. This practice will help employees have better discussions with their managers. - Ochuko Dasimaka, Career Heights Consulting, Inc.
5. Provide Evidence Of Impact And Aspirations
Framing past, good performance within the context of where the employee aspires to, and where the business is going, will give the employee confidence and reinforce future-focused talking points going into the performance discussion. How effectively the employee can connect performance examples to impacts made on the business can set the stage for a productive performance review. - Jessica Delorenzo, Kimball Electronics Inc
6. Define Success Metrics Upfront
Top performers don't wait until formal reviews to think about performance. Instead, they make it part of the interview process. I always encourage candidates to ask hiring managers, "What metrics will you use to define success?" If they don't have a clear answer, the review will be equally ambiguous. Ideally, you have an open conversation, define metrics upfront, and there are no surprises later! - Ken Kanara, ECA
7. Share Your Biggest Wins
Employees can ensure their upcoming review goes well by taking the time to track their own tasks and productivity and by coming up with what they consider to be their "biggest wins" from the months leading up to the review. You should have no shortage of positive things to talk about. You may also want to bring a shorter list of ideas of areas you'd like to train in over the coming months. - Laura Spawn, Virtual Vocations, Inc.
8. Schedule A 'Practice Run'
I always believe that there should never be any new information in a performance review. However, that is often not the case. The best way to prepare for your first review is to schedule a practice run or practice review halfway between your start date and your first real review. This allows you to informally experience the review process and helps you know what to expect for your real review. - Kelly Loudermilk, BuildHR, Inc.
9. Keep Your Development Goals In Mind
Employees should think about their performance reviews not just as an opportunity to look back, but also as a forward-looking road map. Be prepared to discuss your past successes and milestones as well as your development goals. Where do you want to be in five years, what are the steps that will get you there and how can your manager help? It's also key to be receptive to manager feedback. - Kristina Johnson, Okta
10. Make It Easy To Review You
Smart employees solicit and document feedback on their performance throughout the year, not just in the weeks leading up to their review. Performance conversations should happen regularly throughout the year. The employee who delivers a succinct summary of accomplishments at year-end is more likely to have a stronger review that the one who leaves it up to the manager to compile. - Joyce Maroney, Kronos Incorporated
11. Come With An Open Mind And Positive Attitude
Approach reviews with an open mind and consider them an opportunity for growth; a chance to check in on progress and set benchmarks for new goals. Carry this positive attitude post-review, as well. Be proactive with feedback and use it to evolve your approach to work. Ultimately, reviews are what you make of them and can be beneficial to everyone, if done in ways that best serve people. - Vivian Maza, Ultimate Software
