š” Take Control of Your 2025 Performance Review Before Itās Too Late (Issue #660)
How would you describe your performance this year?
According to Gallup, only 14% of employees strongly agree that their performance reviews help them improve. Traditional reviews and feedback processes are often so bad that they make performance worse about one-third of the time.
I encountered a mix of quality in my performance reviews during my decades-long corporate career. Some of my managers took the time to solicit input, understand me, and provide thoughtful feedback. I could tell that they cared.
However, a few of my bosses spent little time on my review, and it showed. They obviously didnāt understand me, nor did they have any idea what I had worked on during the year. Their feedback wasnāt helpful, and it actually made me doubt myself.
Iāve previously shared the story of my manager, who was only aware of a fraction of the work Iād completed that year. It was a wake-up call. My self-review was my only chance to address the issue with his perception and salvage my performance review for the year.
Thatās one reason I encourage you to write a thorough review of your activities, performance, and accomplishments this year. You probably have to write a self-review for this annual cycle anyway, so this will give you a head start.
Your manager may not adequately assess you, but you should still receive a raise or promotion if you know you've put in the work and deserve it. If you donāt sell yourself and push for a boost in compensation (or maybe even a promotion), you may be out of luck.
You canāt always count on your boss to take care of things.
Itās so important to write your review and negotiate to get what you deserve! Unfortunately, your bargaining power isnāt as good as it used to be. Thousands of people have been laid off this year, so they are competing for a limited number of jobs.
Most people feel lucky to be employed right now. However, even if your performance review doesnāt help you push for a promotion, it might help you keep your name off the layoff list.
Writing your review
If you have a performance review from last year, use it as a starting point for this year's review. The structure of that document shows you whatās important to capture. If not, ask your manager for the review template or process overview.
Your past review helps you assess your improvement this year. For example, if last yearās review recommended you become more proactive, document how you stepped up and did so this year. If you were told to be more strategic, share how you created or contributed to a strategic initiative.
If you believe youāre ready for a promotion, review the performance expectations for the level above your current job. Make sure you focus your review on highlighting examples of meeting those increased expectations and already performing at the next level.
Have you already received feedback from your coworkers or boss (i.e., written or verbal)?
Were there recurring themes?
Do you agree with the feedback?
It's hard to accept criticism from others, even when it's meant to be constructive. I know Iāve struggled with that. Surprisingly, it may be just as uncomfortable to accept positive feedback.
What has helped me get better at receiving both positive and negative feedback is accepting it as is. Whether or not true, I must admit it reflects their perception.
And perception matters!
When there is a disconnect between their feedback and what I think is reality, that means I havenāt successfully managed those relationships or my communication. It tells me I must connect with people better and seek alignment.
Take any feedback you receive, organize your data and information, and use your perspective of the year and your performance to reconcile it all to write your review.
In a couple of weeks, youāll take the next step and create a plan to address any criticisms, issues raised, and new goals you have. But letās not worry about that right now.
Own your story and tell it how you want it to be told. Donāt be passive and wait for your manager to surprise you with a review that may not reflect what really happened.
Be proactive and control the narrative of your performance this year.
š By the way, if youāre still looking for a great holiday gift for an ambitious loved one or friend, how about a gift subscription to this newsletter and my exclusive career community?
Would you like to discuss your performance review with me? You can always schedule a complimentary call.
Iām Larry Cornett, an executive coach who works with ambitious professionals to help them reclaim their power, become more invincible, and create better opportunities for their work and lives. Do more of what you love and less of what you hate! If youāre interested in joining my free Invincible Career community, please complete this application form, and weāll get back to you.
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