Love them or hate them, annual performance reviews can shape how workers set themselves up for success in the coming year. However, many people are often unprepared for these reviews, lacking the understanding of what to expect and how to engage with HR and management, whether they’re opting for a new role at their current company or prepping for a job hunt elsewhere.

Things you should do in a review

Management and HR want to see, hear, and understand their employees. So in preparation for a performance review, you should come prepared with a list of successful projects completed. Doing so will highlight your value and impact on the company. Showing off these successes provides insight into where you are an expert, while also showcasing your passions.
To show initiative and leadership, you should follow up on these previous successful projects with a list of new ideas or topics that can reshape a team or department’s workflow and streamline a process while boosting productivity. It is also beneficial to bring up a set of tasks you would like to take ownership of, asserting a sense of independence or seniority in a role.
Most importantly, be open to feedback. Each and every one of us has room for improvement, and being receptive to that feedback will only help employees develop professionally and advance in their career long-term. In return, you can bring feedback to management on how they can better support you to be the best employee possible, or give management positive reinforcement in the way they manage. They deserve recognition too.

Definitely don’t do this in your review

Do not go into an annual review with a list of grievances, complaints, or excuses for shortcomings. Everyone can stand to improve, and being argumentative makes it seem as if you can’t take constructive criticism and lack the desire to grow as a future leader. Avoid gossiping about coworkers. Keep the focus on yourself and how you can achieve certain goals by creating a strictly positive space that is optimistic and collaborative.
Instead of pushing back, take the time to process feedback and consider scheduling a follow-up review if necessary. Brainstorming and sharing ideas about how to make those changes is how feedback should be properly received.
Finally, you shouldn’t demand or expect a raise or promotion. Reviews are meant to focus on growth and development, and recognition and non-monetary perks can suffice and support the drive you feel in your position.
Reviews that come annually, just in time for the new year, can help everyone grow and adjust to changes that need to be made, whether positive or negative. A review doesn’t have to turn sour. It can be an insightful discussion complete with feedback that allows you to move forward in your career and contribute to the company’s success.