How can you negotiate a better performance review in a remote or hybrid work environment?

1 Set clear goals and track your progress

One of the key factors for a positive performance review is to have clear and measurable goals that align with your manager's and organization's priorities. If you work remotely or in a hybrid mode, you need to communicate your goals regularly and update your manager on your progress and achievements. Use online tools, such as spreadsheets, dashboards, or project management software, to document and share your work and results. This will help you demonstrate your value and impact, as well as identify any gaps or challenges that need to be addressed.

2 Seek feedback and recognition

Another way to improve your performance review is to seek feedback and recognition from your manager, peers, and stakeholders. Feedback can help you improve your skills, identify your strengths and areas of improvement, and align your expectations with others. Recognition can boost your morale, motivation, and confidence, as well as showcase your contributions and achievements. You can ask for feedback and recognition through regular check-ins, surveys, emails, or online platforms, such as Slack or Teams. You can also give feedback and recognition to others, which can foster a culture of appreciation and collaboration.

3 Prepare your self-evaluation

Before your performance review, you should prepare a self-evaluation that summarizes your accomplishments, challenges, learnings, and goals. A self-evaluation can help you reflect on your performance, highlight your strengths and value, and address any issues or concerns. You can use the SMART framework (Specific, Measurable, Achievable, Relevant, and Time-bound) to structure your self-evaluation and provide evidence and examples to support your claims. You can also use the STAR method (Situation, Task, Action, and Result) to tell stories that showcase your skills and impact.

4 Negotiate your rating and rewards

During your performance review, it is important to negotiate your rating and rewards based on your self-evaluation and feedback. You should be prepared with a clear idea of what rating and rewards you deserve and what your manager is likely to offer. Additionally, you should have a backup plan in case your expectations don't align with your manager's perspective. To negotiate effectively, you can start by expressing appreciation for the opportunity to discuss your performance and thanking your manager for their feedback and support. Then, share your self-evaluation and highlight your achievements and value. Ask for the desired rating and rewards, explaining why you deserve them. Listen to your manager's response, acknowledging their point of view. If they agree with your expectations, confirm the agreement and express gratitude; if they disagree, ask for clarification and reasons, addressing any gaps or concerns. If an agreement cannot be reached, propose a compromise or alternative solution that benefits both parties. Finally, end the conversation on a positive note with thanks for their time and consideration.

5 Follow up and follow through

After your performance review, you should follow up and follow through on the outcomes and action items. You should send a thank-you email to your manager and summarize the main points and agreements of the discussion. You should also update your goals and development plan based on the feedback and suggestions you received. You should keep track of your progress and achievements and communicate them to your manager and team. You should also seek and offer feedback and recognition regularly and proactively.