Top five tips for a productive performance review at work
Performance reviews are a great opportunity to improve your work performance. If you are facing an employee performance evaluation very soon, check out the following tips for a productive meeting with your manager and get the promotion you deserve.
Feeling pressure before a performance review is actually quite normal. This is the moment in which you must show the results of your work and hear everything your manager has to say about your work performance, both positive and negative. However, well-conducted performance reviews are a great motivational technique, very useful to grow confidence within a team and to climb the career ladder. Here you have some tips to follow before, during and after a performance review with your manager. They will help you to know better which expectations your manager has of your work in order to achieve the company’s goals and, in the end, obtain the economic and professional ascent that you deserve.
Aspects to be aware of, before a performance review with your manager:
- Recap what your goals were for a given time frame. For example, if in this performance review you’re going to analyze your work performance in the last six months, it’s important that you collect what your goals were for this period of time in a notebook or document.
- Write down the results obtained as a consequence of your work in a clear, concise and quantifiable way. This step will help you to add value to your work by demonstrating the real impact of it. In fact, if you are considering the idea of asking for a promotion (both professional and economical), knowing how valuable your work is for the company’s growth is essential. Moreover, by doing this you will be able to discuss possible negative feedback from your manager, especially if you are carrying out tasks that are beyond your responsibilities. We recommend you periodically write these results down as a routine. This way, you won’t have to spend a lot of time on it before your annual or half-yearly performance review. Instead, you will be able go back to them whenever you need to.
- Write down your goals. As said before, employee performance evaluations are the key moment to request and negotiate the rewards that you think you deserve. If you need a vacation, an increase in salary or an increase in responsibilities, write it down to be clear during the performance review with your manager and make the conversation flow in this direction.
During a performance review with your manager, make sure to:
- Pay attention to your body language and maintain a humble attitude while you’re listening to everything that your manager or superiors have to say about you. If your manager can only say good things about you, congratulations! Now is the time to talk about the promotion or salary increase you want. In this case, it’s very likely that your manager needs time to think about it. So don’t worry if their answer isn’t immediate. On the contrary, if you get negative feedback, try not to argue with your manager. Instead, thank them for their words and ask if they can provide examples and specific cases that support the given feedback. This way, you will learn from your mistakes and improve your work performance. Take advantage of this meeting to ask about the goals and expectations you need to achieve for the next period of time. Make sure you have understood them well in order to achieve them. Obviously, if the feedback received is negative, save your personal goals and needs for the next performance review. In a future meeting, you will be able to show that you can improve and so ask for what you deserve without worry.
And after your performance review:
- Send a follow-up email to your manager to thank them for their time and include all the points discussed in the meeting. Include any goals that have been agreed on and ask for confirmation of reception. While you’re writing the email, consider everything discussed during your performance review, so you can understand it better and set the guidelines clearer for you.
We are sure that with these tips you’ll be able to face your next performance review in a very productive way. And last but not least, although performance reviews are still being carried out in many companies today, an Adobe study shows that the traditional approach to employee performance evaluations is perceived as a great waste of time and resources. On average, managers invest 17 hours in the preparation of feedback for each employee; and about 61% of the millennials participating in the study would change jobs to a company without performance reviews, even if the salary and the position is the same. According to this situation, it’s normal to consider new techniques for evaluating work performance that are more regular and dynamic. For example, weekly meetings to obtain bidirectional feedback are a great alternative. Remember that the important thing is to work towards improving the relationship between manager and employee and to create a positive work environment that maintains motivation and encourages individual proactivity. So, if you think you need to meet with your superiors more often, don’t hesitate to propose this alternative. If it’s positive for you, it will be positive for the whole company. Good luck!