So, you’ve nailed your job interviews, landed the role (congratulations!) and are now facing your first performance review.
It’s understandable that you’re nervous, but it’s helpful to remember that reviews are designed to help you improve your work.
They also allow you and your manager to be on the same page. Your manager gets to assess the goals you set and your achievements, while you highlight how well you’ve been doing in your new role.
And in case things haven’t been so hunky-dory, don’t panic. The review process is an opportunity to understand the weaker aspects of your performance. By the end of the meeting, you’ll be ready to face your challenges head-on and discover more effective solutions.
To help you prepare for and make the most of the meeting, here’s a brief checklist that you can follow:
Before the performance review
Every company will have its own set of rules when it comes to performance reviews. To make sure you’re well-prepared, here are some things you can find out before your meeting:
- How will your performance be evaluated? Some organizations have 360-degree appraisals whereas others are objective-based.
- Who will be attending the meeting? Usually it’s just a one-on-one meeting between you and your manager. However, there are also companies that might mandate someone from HR to sit in as well.
- Are there any guidelines (perhaps an internal document with formal objectives) that you need to follow?
Once you’re clear on what you can expect, it’s time to start thinking about what you can do to get the most out of your review meeting.
1. List your biggest wins
Even the best of managers may not remember all your achievements. So, take some time out to detail out 4-6 accomplishments you've had within the last six to 12 months.
This could be something along the lines of, “I increased our LinkedIn follower count from 1,000 to 5,000 within 6 months.”
One way to keep track of your achievements is to maintain a weekly log of tasks completed and a list of how your successes have contributed to the growth of the company.
Bonus tip: Don’t forget to acknowledge or give a shout-out to fellow coworkers with whom you have collaborated.
For instance, “During our sales pitch with X client, me and [team member(s)] created 5 short, how-to product guide videos that helped the client’s tech team set up our software in record time (less than 30 mins).”
2. Request for feedback from fellow team members
If you’ve collaborated with your fellow team members on certain projects, ask them if they can share some feedback about your performance. Let them know that you’ll do the same for them.
3. Set goals and communicate them
Think about what you want out of your performance review. Do you want developmental feedback, a raise, or a move up the career ladder? Or are interested in joining a new project or team? Your first performance review is a good time to plan ahead.
Consider what you would like to have achieved before your next review. Don’t hesitate to share your wider goals with your manager, and ask for their advice on how you can get there. It’s ideal to have a clear discussion around your career ambitions, and to start this conversation early.
During the performance review
4. Share your self-review
Offer an unvarnished and honest critique of your performance. It might seem easier to gloss over hiccups in your work, but it can actually be counter-productive to do so. After all, performance reviews can’t work if employees are in denial about their achievements or behaviors. So, be honest about the areas you know you can improve on and discuss these with your manager.
That being said, you can actually blow your own trumpet! While a little humility can go a long way, it’s also important to highlight how your work has been adding to the company’s overall growth.
5. Listen to your manager’s review and ask questions
Your manager will give you both positive and constructive feedback on your work so far. They will also share with you your overall performance rating.
Listen attentively to their comments and jot down notes on areas of improvement, as well as what you are doing well. If something isn’t clear, don’t hesitate to ask for specific examples.
If you feel like something important is being overlooked or you want to discuss personal goals, bring it up. This is your chance to ask any questions you have regarding your performance. If your manager hasn’t come through with promised training options, now is your chance to remind them you are keen to start climbing the career ladder.
6. Talk money (if it’s applicable to your position)
At the end of the meeting, you might have a discussion about compensation or bonus, as determined by your performance. If you’re eligible to receive a raise or a bonus, here are some questions you could ask:
- How often do bonus payouts or raises take place in the company?
- How will the raise or bonus payout be communicated to you? That is, will your manager or HR send an email?
- If it’s a bonus, will you be taxed? If yes, what’s the tax breakdown? Is it paid in lump sum or over a period of time?
After the performance review
7. Leave with an open mind
Sometimes, you may receive feedback that you don’t expect. If you’re surprised by some feedback that your manager offers, it’s important to not look visibly upset or get defensive. Here’s how you can think about it:
- If the feedback is vague, like you have to get better at a task, ask your manager to clarify what they mean. In what specific ways can you get better and what is it that you’re currently doing that isn’t working?
- In case you feel like the feedback is not justified because it didn’t capture the essence of your work, request to have regular 1:1 meetings so you can both be on the same page moving forward.
8. Send a summary email
Send a follow-up email and thank your manager for their time and feedback. Summarize your discussion so that you’re both on the same page. Your manager might formalize this anyway, but it’s a good idea to get into the habit of doing this yourself.
In case you haven’t already done so, set up one-on-one follow-up meetings to chart your development.
9. Create an action plan for the next review
Now that you’ve had your performance review meeting, think about what your goals are going forward. Outline your tasks to reach there and consider opportunities for career growth.
Most importantly, have faith in yourself
While it’s important to prepare for your performance review meeting, you shouldn’t have to over-prepare. Relax, believe in yourself, and show that you are eager to learn and improve your performance. In your manager’s eyes, this will give you brownie points for enthusiasm and effort!
P.S. If you need a better performance review system at work, tell your employer about Mesh. Our tool offers transparent performance reviews - without the endless form filling!
