What are the most effective ways to build rapport with your manager during a performance evaluation?

1 Do your homework

Before your performance evaluation, you should do some research on your manager's expectations, preferences, and personality. This will help you tailor your approach and avoid any potential pitfalls. For example, you can review your manager's feedback style, communication style, and motivational factors. You can also look for common interests, values, or goals that you share with your manager. By doing your homework, you can demonstrate your respect, interest, and initiative, and anticipate any questions or concerns that your manager may have.

2 Be positive and confident

During your performance evaluation, you should maintain a positive and confident attitude, even if you face some criticism or challenges. This will show your manager that you are optimistic, resilient, and eager to learn. To be positive and confident, you should use affirming language, smile and nod, and highlight your strengths and achievements. You should also avoid defensive or negative reactions, such as blaming, complaining, or making excuses. Instead, you should acknowledge your mistakes, take responsibility, and focus on solutions and improvements.

3 Listen actively and empathize

Another important way to build rapport with your manager during a performance evaluation is to listen actively and empathize with their perspective. This will show your manager that you value their input, respect their authority, and understand their concerns. To listen actively and empathize, you should pay attention to your manager's verbal and nonverbal cues, ask relevant and clarifying questions, and paraphrase or summarize their main points. You should also express empathy by acknowledging their feelings, validating their opinions, and showing appreciation for their feedback.

4 Share your feedback and goals

Building rapport with your manager during a performance evaluation is not only about receiving feedback, but also about sharing your feedback and goals. This will show your manager that you are proactive, engaged, and committed to your growth and development. To share your feedback and goals, you should be honest, constructive, and specific. You should also align your feedback and goals with your manager's expectations, priorities, and vision. By sharing your feedback and goals, you can create a dialogue with your manager, identify areas of agreement and disagreement, and negotiate a mutually beneficial action plan.