It’s Not Just a Performance Review, It’s a Career Conversation
The Andrews & Cole Team
It’s Not Just a Performance Review, It’s a Career Conversation
Whether you’re excited to showcase your work or anxious about what’s coming, it’s totally normal to feel either way about your upcoming performance review.
In our 20+ years coaching professionals at all levels, we’ve coached hundreds of professionals on how to walk into that meeting ready to make the most of the conversation, not just to discuss what you've already done, but to how set yourself up for what’s next.
Here are our top 5 tips to make the most of your performance review:
1. Think about what you really want. Take a step back and ask yourself: What do I want out of this next chapter in my career?
Interested in managing people? Want more ownership over a process, or more visibility with leadership? Maybe you’re thinking longer-term and want to explore a new role or even a different career track altogether. You don’t need to have every answer, but having an honest conversation with yourself will give you confidence, shape conversation during the performance review, and help your manager support you more effectively.
2. Make a brag list of your accomplishments. Be humble, not modest.
Pull out your calendar, old presentations, Slack/Teams messages, performance goals, or anything else that compiles this year’s accomplishments. Think about: projects completed, metrics hit (i.e. revenue or efficiency), team milestones, new skills/certifications, and positive feedback from clients, coworkers, or leadership.
Tip: If you don’t already have a document for tracking accomplishments, now’s a great time to start one.
3. Write down your questions. Your performance discussion is an excellent opportunity to discuss expectations and opportunities for development.
Here are a few good questions to bring to the table:
If your responsibilities have evolved a lot, this may be a good time to talk about updating your title or job description to match the work you’re already doing.
4. Be ready for feedback (positive or critical).
Getting feedback, especially if it’s not the best, isn’t always easy but it is integral to growth.
Come into the conversation with an open mind. If something catches you off guard, it’s okay to take a breath and ask for a follow-up conversation.
And if you already know there’s an area you want to improve in? Bring it up yourself. That shows self-awareness and a willingness to grow – two things every good manager appreciates.
5. Set clear, measurable goals for the next year.
Clear and measurable goals help you be successful in your role and ensure that you and your manager are on the same page.
Discuss what your priorities will be, how you will accomplish them, and what metrics/KPIs you will use to track and measure success.
When you have your next performance discussion, you and your manager will have a clear picture of what’s expected and what you’re being measured against which ultimately contributes to both your success and the success of the team and company.
In our 20+ years coaching professionals at all levels, we’ve coached hundreds of professionals on how to walk into that meeting ready to make the most of the conversation, not just to discuss what you've already done, but to how set yourself up for what’s next.
Here are our top 5 tips to make the most of your performance review:
1. Think about what you really want. Take a step back and ask yourself: What do I want out of this next chapter in my career?
Interested in managing people? Want more ownership over a process, or more visibility with leadership? Maybe you’re thinking longer-term and want to explore a new role or even a different career track altogether. You don’t need to have every answer, but having an honest conversation with yourself will give you confidence, shape conversation during the performance review, and help your manager support you more effectively.
2. Make a brag list of your accomplishments. Be humble, not modest.
Pull out your calendar, old presentations, Slack/Teams messages, performance goals, or anything else that compiles this year’s accomplishments. Think about: projects completed, metrics hit (i.e. revenue or efficiency), team milestones, new skills/certifications, and positive feedback from clients, coworkers, or leadership.
Tip: If you don’t already have a document for tracking accomplishments, now’s a great time to start one.
3. Write down your questions. Your performance discussion is an excellent opportunity to discuss expectations and opportunities for development.
Here are a few good questions to bring to the table:
- Are there any areas where you feel I could improve or grow?
- How does my performance compare to the expectations for this role?
- What goals should I prioritize for the next review period?
- Are there specific skills or experiences I should focus on developing?
- Are there any stretch assignments or new projects I could take on?
- What are the company’s biggest priorities right now, and how can I support them?
- Is there anything I should be doing differently to be more effective?
If your responsibilities have evolved a lot, this may be a good time to talk about updating your title or job description to match the work you’re already doing.
4. Be ready for feedback (positive or critical).
Getting feedback, especially if it’s not the best, isn’t always easy but it is integral to growth.
Come into the conversation with an open mind. If something catches you off guard, it’s okay to take a breath and ask for a follow-up conversation.
And if you already know there’s an area you want to improve in? Bring it up yourself. That shows self-awareness and a willingness to grow – two things every good manager appreciates.
5. Set clear, measurable goals for the next year.
Clear and measurable goals help you be successful in your role and ensure that you and your manager are on the same page.
Discuss what your priorities will be, how you will accomplish them, and what metrics/KPIs you will use to track and measure success.
When you have your next performance discussion, you and your manager will have a clear picture of what’s expected and what you’re being measured against which ultimately contributes to both your success and the success of the team and company.
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
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ANDREWS & COLE
7315 Wisconsin Avenue, 1225W Bethesda, MD 20814 301-327-1774 |