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Many organisations use the end of the financial year as a time to conduct performance and salary reviews. Performance reviews can vary from a casual coffee chat to a formal meeting involving multiple managers and clear expectations and outcomes. Either way, a bit of preparation can go a long way in making the next year of your working life a positive one.
1. Over-prepare
‘Regardless of how casual or formal the meeting is, it pays to be prepared,’ said Matt Nichols, a HR manager who has seen performance reviews from both sides. He recommend reviewing your job description and any goals and plans set out at your last appraisal, plus any regular reports or updates.
2. Look the part
This is not the time to push the boundaries on suitable workplace attire. Even if your review is being conducted at 5pm on a Friday (in which case, maybe you need to find another job), how you present yourself can make a big difference to how your manager views you.
‘”Dress for the job you want” is a cliché but it’s true,’ said Nichols. ‘If you are aiming for a promotion or at least want to be seen as professional and ambitious, then take note of what more senior staff are wearing.’
3. Make a list
Make a list of your accomplishments and goals achieved, said Nichols. ‘If you can, try to relate your own accomplishments to the organisation’s own mission or goals. Make sure you explain how you achieved these goals, not just what you did.’
Read: How to toot your own horn
It can also be helpful to note any training or development that you completed over the past year, including courses, online training, or even books you’ve read in a relevant area. Remember that your manager will want to see progress that you are developing, so remember to include as much as possible.
4. Be honest
Many managers require an employee to complete a self-evaluation, or at the very least, offer their own areas for improvement.
‘Don’t be that person who rates themselves ten out of ten for everything or says they have nothing they need to improve,’ said Nichols. ‘Be honest about your shortcomings and weaknesses.’ Try not to become defensive when receiving constructive criticism, and take the feedback seriously.
5. Think long term
It can be hard to think of things that happened last month, let alone a year ago. But assuming your performance review is an annual event, it should include everything from this time last year, even if things have moved on since then.
‘If your review is more formal, it can be helpful to have a folder where you save any reports, feedback or results in preparation for your review,’ said Nichols. ‘This can save you trawling through a year’s worth of files looking for that one document.’
6. Decide whether you want to discuss your salary
Not all performance reviews are the right time to discuss what you earn, but it can be good to know beforehand whether salary discussion will be on the table. If you plan on asking for a pay rise, you’ll need to show how you are worth more to the organisation than what you are currently being paid.
Read: How to ask for a pay rise
In a yearly review, it can be helpful to demonstrate your accomplishments for the past year, and outline your own value-adding goals for the forthcoming year. ‘Many managers are driven by the bottom line, so if you can show ways in which you have saved money or made more money, then that should hold you in good stead,’ said Nichols.
7. Ask questions
The more, the better. If your boss says something like, ‘I’d like you to be more assertive’, with no context, then you should ask him or her to elaborate. Understanding feedback and acting accordingly can boost your success in the year ahead.
If your manager users a ranking system to tally your results, another helpful question to have in your back pocket is, ‘What would it take to score higher?’ This shows that you are interested in improving and also helps to clarify their expectations.
8. It is a conversation
A good performance review should be a two-way conversation, not an opportunity for your boss to give his or her opinion of your worth without rebuttal. You can air any concerns you have about your role and your development, and your objectives.
‘Think of it like a job interview,’ said Nichols.‘You want to make sure any of your questions are answered or addressed before you agree to anything.’
Read: Shining a light on salaries
9. Leave with a plan
When you exit the meeting, make sure you have a plan for what the next steps are. What are your goals going forward? How will you reach them? How can you improve on any critiques? Remember, this is an opportunity for career growth.
Without a plan, a performance review is just a chat, said Nichols. ‘The best performance reviews have a clear outcome and plan. Make sure you take notes and have a clear idea of what the next step is.’
10. Follow up
Just like in a job interview, it can be helpful to send a quick follow-up email. A simple, “Thanks for meeting this morning. Just to confirm, my next steps are X, Y and Z ,’ will show that you are on track to ace next year’s performance review, too.
