How to Prep for a Performance Review

How to Prep for a Performance Review

I didn't like performance reviews early in my career. Perhaps, it was because I was a poor student for a few years in junior high, or I take criticism hard. I used to get so nervous about them.

Then, when I was working at an arts centre, where I knew I was doing great, I decided to see it as an opportunity to talk about what I'd like to do more of. I wasn't looking for a raise or promotion. I was looking for the opportunity to learn new skills and be part of some larger projects.

Once I saw the performance review as an opportunity to talk about my future with the company, I stopped losing sleep over it. Here are five ways you can prep for your performance review to show you care about your job and the company.


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01. Keep track of your accomplishments.

I used the email & desktop folders. Every time you get praise or complete a project put it in that folder. Forward to your personal email too.







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02. Review the company's annual plan 

Research what your company and department are aiming to do. If accomplishments were celebrated, pinpoint specific examples of how you contributed to that success.

 




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03. Review the plan looking for growth areas you would like to be part of.

 

What role could you do? Are you qualified to help, or do you require training/mentorship?




Read the other two steps to prepare for a performance review here.



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About Kerri Twigg

I help people use their stories to grow their careers, whether they aim for a “job-job” or running their own business. And, if you’re not sure what kind of work, I help with that too. Stories + Strategy.

These days, growing your career requires a career brand. People who can share their strengths through compelling stories, on paper, online and in-person land the work.

That’s what I’m here to help you with. I help you figure out your current career brand (through deep listening), your ideal role (or client) and what career stories to tell to land the work. And we do this with individual attention on you, your values and experiences.

I don’t tell everyone this, but I am allergic to formulas that make you look like everyone else. You’re more interesting than that.

I have been helping people find and share their stories with confidence for nearly 20 years, 7 in the career management sector. I love this work.

You can see more at Career-Stories.com



Desiree Grosman

Home Service & Construction Copywriter ?? Skilled Trades Enthusiast ?? I'll write your: Email Campaigns ? Blog Articles ? Website Copy ? Press Releases ? Case Studies ? Social Content

5 年

Using performance reviews as an opportunity to grow...love this!

回复
Catina Evans

Office Assistant II at City of Fayetteville, North Carolina

5 年

Kerri, this article was very insightful and I plan to implement these tips in the future.

Sarah Fitton (Associate CIPD)

Interview Coaching | Interview Skills Training | HR Lecturer | LinkedIn / CV Optimisation | Job Search Strategy | Career Coaching | Manager Mentoring

5 年

Some great tips! I love keeping an achievement diary, something I started after a bad review where I was slated with a total lack of evidence and by jury by hearsay. I went all out to find disproving evidence and vowed never to be in that position again! It’s also a great thing to refer to on a bad day when you need a boost!

Stanley Adams

Electrician/IT/Independent Contractor

5 年

You are great

回复
William Harrison

Senior IT Consultant - ITSM Solution SME

5 年

--- Though I applaud your efforts at helping others face this antiquated go-nowhere process Kerri Twigg; I am surprised you have not mounted a campaign (instead) to help companies discontinue this out-of-date Industrial Age process. If we only look at it from the time savings to the company, to HR reviewing / logging / checking and for managers and employees alike; the APR is a colossal waste of time. Just as Xavier Shay stated in an article titled: Performance Reviews Are a Waste of Time: "They are a relic from a time when it was the only meaningful interaction between a manager and their team."? Isn't it time to end them rather than support them?

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