The year-end performance review is coming up, and you might be feeling apprehensive if you think you could have done better. Everyone has off-seasons, and even if you just had one, being proactive in preparing for the year-end evaluation can guide you towards success.
What is a year-end performance review?
In short, the year-end performance review is a conversation with your immediate supervisor about your performance throughout the year. You will dissect your accomplishments and discuss whether you have met your required goals and expectations, then set new goals and plans for achieving them. You may also discuss development courses and learn if you are being considered for a promotion or raise.
Why are year-end performance reviews important?
Year-end reviews are an integral tool for talent management. Human resources and managers set up these assessments and document the proceedings. The results are crucial in informing decisions on raises, promotions or planned terminations.
The year-end review is a chance for you to gain valuable feedback from your direct supervisor about your skills and abilities and learn how you can improve for further career advancement. Here, your employer recognises your contributions and untapped potential. More importantly, you and your supervisor can set mutual goals to define your role in the company moving forward.
Because of its significance, you may be anxious about it. But fret not, as you can prepare for it in these ways.
Prefer learning by listening? Here’s a podcast below to help!
Key highlights to listen to:
- (2:31) What to prepare for before the appraisal
- (4:50) Secrets to having a good appraisal
- (7:10) What to do after the appraisal
What to do before a year-end performance review
Log your accomplishments throughout the year
By having an active list, you will be able to list all your accomplishments, no matter how minor. Draw from this list when you meet with your supervisor, and don’t just limit your wins to technical skills. Soft skills, such as mentoring a subordinate, are equally valuable.
You can also keep a file of emails from your supervisor, colleagues and clients crediting you for jobs well done. Additionally, create a portfolio of your best output. Not only can you use these for your year-end review, but it also helps document your improvements.
Complete a self-evaluation
Usually, you will receive a self-evaluation form to accomplish. Take time to carefully complete this sheet, so you don’t forget important details.
Schedule the meeting in advance
While managers or human resources usually schedule this conversation, you also have a say on when it takes place. Ask to have it during a lighter work week and preferably not between other meetings, for ample time to prepare yourself and carry out the session without time pressure.
Request a copy of your written evaluation
If possible, get an advanced copy of the written evaluation so you can frame your response well. When you have time to think about your response, you avoid responding rashly and emotionally, even when you disagree. Your supervisor will appreciate your level-headedness, and you will have a smoother performance review.
What to do during a year-end performance review
Have the right mindset
Remember that the year-end review is to help you improve and grow as an employee. If you approach it with the perspective that your supervisor also wants you to succeed, you will be more receptive to feedback and changes. Bring a positive mindset to the meeting!
Ask questions
The year-end review is a great time to raise your concerns or questions, especially about the written evaluation. Clarify what your supervisor meant before contesting it. Some misunderstandings can be cleared up easily with open conversation.
Discuss your day-to-day responsibilities
Your supervisor may have forgotten how much your role has evolved or the new responsibilities you have assumed. The year-end review presents an opportunity to discuss this and whether or not your current role merits a pay increase.
Clarify current company priorities
According to Caroline Ceniza-Levine, HR professional and Forbes contributor, “You can let your manager know that you want to make sure you’re working on the (company’s) highest priorities.”
By expressing a desire to align your performance with the company’s goals, you show initiative and a willingness to be part of the organisation’s future.
What to do after a year-end performance review
Check your promises
Even if no official documentation is required during the year-end review, write down the agreements yourself, and send it to your boss via email to confirm the contents. This reduces misunderstandings and ensures that both you and your supervisor are accountable for the terms of the agreement.
Set regular check-in meetings
Instead of waiting for the end of the year, request regular check-ins with your supervisor to ensure you are performing as expected. You may think you are doing well, but your manager might not feel the same.
Start preparing for the next year-end review
Begin logging your achievements and the actions you have taken to meet your goals. This helps keep you on track and prepares you for the next review.
Mistakes you might make during the year-end review
A mismanaged performance review can hinder your growth in the company. If you make these mistakes, you may set yourself up for failure.
You are not prepared
Nothing is worse than being unprepared for a meeting, especially if the agenda is your accomplishments. Without preparing a list, you may forget crucial details, and it would be hard to get another chance to highlight your accomplishments once the review is over. Failing to name your accomplishments might also communicate to your supervisor that you have not worked hard enough.
A year-end performance review happens once a year and is something you should keep in mind throughout the year. Not preparing for it signals that you do not value it.
You do not acknowledge your weaknesses
The year-end review is a dialogue where your supervisor gives feedback on your performance, and some of their observations might not be positive. If you refuse to acknowledge any weaknesses, you will appear arrogant and stubborn, reflecting a lack of self-awareness and willingness to improve.
Remember: this assessment is not just about what happened in the past – it shows your plans to do better in the future too.
You are being defensive
Another mistake is responding defensively during a performance review by shutting down and refusing to listen to negative comments. This hinders communication and defeats the purpose of the year-end evaluation. If you believe you were unfairly judged, speak your piece objectively – with concrete details and facts – and with a neutral tone.
You do not express your challenges and needs
Your supervisor will also be seeking feedback from you. If you miss this opportunity to share your observations and suggestions, you miss the chance to help improve how work is done. Managers and supervisors want to hear from those on the ground. By withholding this information from your supervisor, you risk coming off as uncaring and selfish.
You do not discuss your plans
Do you wish to move to a different role or department or plan to pursue further studies? Keeping this information to yourself is detrimental to both you and your company. The year-end review is also a goal-setting meeting – be open about your goals and aspirations for a more fruitful discussion.
Be coachable and stay professional
No matter how you performed, the year-end review is a chance to learn how you can do better and not a personal attack. Show your maturity by keeping your emotions in check, assessing your behaviour objectively, and expressing your willingness and commitment to improving your performance. Remember that your boss wants you to succeed, too!
In summary, to ace the year-end review, you must keep track of your performance, come prepared, and be open to feedback. Approach the year-end review positively to make the experience constructive and plain sailing.
This article is contributed by Jobstreet.
