If this is your first performance review in your current job, predicting the kind of feedback you’re going to receive can be difficult. However, there are things you can do to insure that no matter what your boss says during your review, you’ll set yourself up for your success after your review for the year ahead. You’ll no doubt want to prepare for your meeting with your boss, and even if these four areas aren’t covered by any paperwork you need to fill out in advance of your review, consider adding them to your agenda to discuss.
- I want to grow. . .
Your boss will likely have his or her own areas that will be discussed in terms of growth potential. When the topic is brought up, we’d encourage you to agree with the areas that you feel like you’re most likely to pursue in the timeline that might be discussed during your review. However, we also think you should bring your own thoughts to the table. Ideally, you’ll identify areas that you think you can grow in that align with observations you’ve had since your last review, or since you’ve joined the company. Tie your desire to grow in these areas with ways you think you could save your company/ department time or money, or where you could add revenue. This is especially important if you will be asking for additional resources to accomplish a new goal or learn a new skill and you need to attend a class, or get additional training. Frame it in terms of the return on investment your department or boss will receive after you complete your training.
- I am happiest when. . .
Your boss will likely ask this question. It’s best if you have an answer that starts with what you like about your job, rather than what you dislike about your job. You will likely be asked about what you’d rather remove from your job description, and you should have an answer prepared for that too. If you can give answers to both of these questions that emphasizes what you enjoy, rather than complaining about something that both you and your boss can’t change, you’re going to be seen as someone who focuses on the positive. Ideally, because your boss now understands what you enjoy about your job, you’ll have access to do more of what you love.
- I want to contribute to. .
Sometimes what you’re hired to do is only part of the equation to being a real asset to your department. Being able to see beyond your job description and understand how you fit in the organization can help you understand what would take you from being a good employee to being a critical asset to your company. If there are strengths that you have that could benefit the company, your review is the time to talk about them. For example, you could say something to your boss like, “I understand that Angela in Accounting is trying to streamline month end close. I’ve noticed that the reporting she needs doesn’t get to her until the last day of the month. Can I take a look at how that reporting is compiled and see if we can get it to her sooner?” It seems basic, but you are offering to help without being asked, and your boss can tell you that your current projects are more important, but we can guarantee you that your boss will remember you asked.
- This could work better if. . .
This can be a difficult part of your review if your boss doesn’t prompt you for feedback about things you would change if you could. This can come across as complaining if you don’t offer a potential solution to the problem you identify, or offer to help like the way we suggested in point number three. However, if you bring a list of things that aren’t working very well along with a strategy to improve or rectify the problem, your boss will likely listen. Ideally, you boss will mention something on your list, and you can present your idea as a potential solution.
Performance reviews can be tricky, even if you’ve worked with your boss for years. However, if you can put yourself in your boss’s shoes and understand what is working really well in your company/ department, and how you can contribute in a way that you haven’t previously discussed, not only will you show that you’re engaged in your role, but you’re wanting to take active responsibility for your growth in your current position. Ideally, because you’ve discussed these four points during your review, you and your boss understand what you love about your job and where you’d both like to see you grow in the next year.