Have a performance review coming up? Want to be better prepared for the next one? Employees must be prepared and approach performance reviews the right way so you can get the most out of it.
As a legal recruiter based in Toronto, here’s my best advice for employees on managing the performance review process. I’ve categorized the advice into two sections:
- 6 things employees should say in a performance review
- 4 things employees should NOT say in a performance review
What Should Employees Prepare To Discuss In A Performance Review?
Preparing for a performance review is an excellent opportunity to reflect on your achievements, set goals, and receive constructive feedback.
It’s important to be positive and professional in your approach. Use specific examples to illustrate your points and prepare questions to ask your manager. Here are some key areas of things you should discuss in your next performance reviews:
1. Achievements and Contributions: Highlight your accomplishments since the last review. Focus on measurable results (e.g., “Increased sales by 15%”) Mention projects you’ve completed successfully and how they benefited the team or organization.
2. Skill Development and Training: Discuss new skills you’ve acquired and how they’ve contributed to your role. Highlight any training, certifications, or workshops you’ve attended.
3. Challenges and Solutions: Share challenges you’ve faced and how you overcame them. If any issues remain unresolved, discuss potential solutions and ask for guidance.
4. Feedback and Growth: Ask for specific feedback on your performance and areas for improvement. Show openness to constructive criticism and express your commitment to personal and professional growth.
5. Goals and Career Aspirations: Outline your goals for the next review period, both short-term and long-term. Share your career aspirations and discuss how the company can support you in achieving them.
6. Concerns and Areas for Improvement: Address any tools, resources, or support you need to perform your job better. Share suggestions for improving team processes or workplace culture.
What Should Employees NOT Say During Performance Reviews?
Here is a list of things that shouldn’t be part of your discussion with your manager during your performance review:
- Excuses: This is not the time to make excuses for your past performance. Focus on making improvements going forward.
- Negative statements: Avoid having a negative attitude or tone if you receive less-than-ideal feedback from your manager.
- Arguing: Don’t argue with your manager about the feedback you receive. Rather, focus your efforts on having a constructive conversation, even if you don’t agree with all the feedback.
- Passing the blame: Now is not the time to play the blame game.
A Final Word On What To Discuss During Performance Reviews
A performance review is a valuable opportunity for employees to showcase their achievements, seek constructive feedback, and align their goals with organizational objectives. By preparing thoughtfully and focusing on professionalism and positivity, employees can maximize the benefits of the process. Equally important is avoiding behaviours such as making excuses, displaying negativity, or shifting blame, as these can hinder the review’s effectiveness. With the right approach, performance reviews can be a powerful tool for personal and professional development.
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