Prepare for your performance review meeting coming up next week

Your performance review is coming up next week. Here are four actions to take this week, and tips to prepare to get the most out of the conversation. 

⚠️ Pyn note to HR: There are dates in this Pyn that you will need to update.

Performance reviews are a great time to reflect on your performance, celebrate your successes and evaluate areas for improvement. @manager.name will reach out to schedule your virtual performance review conversation. Before that meeting, you should: 

• Complete your self review by [DATE]
• Get prepared for receiving feedback 
• Clarify your goal for the performance review conversation

How to mentally prepare for feedback

We are wired to pay more attention to the negative than the positive. Most of us will find it hard to receive constructive feedback (even when we know it’s meant to help us grow). Here are two tips that can help:

Focus on the positive: Write down the positive feedback in a document you can refer back to. Then, with your manager, explore ways to do more of what you're already good at and enjoy. 

Consider how you’ll respond to constructive feedback: Start by thanking your manager for the feedback. Ask clarifying questions about how you can improve and the impact that improvement will have. Remember the purpose of feedback is to help you do better! 

Clarify your goal for the performance conversation

Go in with a focus. Do you want more coaching in a specific area? Are there certain projects you’d like to work on? Do you want to clarify steps towards a promotion?

Performance reviews are meant for your development, @recipient.name, so make sure you are playing an active role. We suggest you share this goal with @manager.name before the meeting so they are prepared.

What to expect during the meeting

Your manager will give you feedback on your performance, both positive and constructive. Be ready to ask follow-up questions to understand what your manager considers optimal levels of performance. 

Together, you and @manager.name might come up with an action plan to help you grow over the next year and how to improve what needs improving. Feel free to ask any lingering questions you have about your role. This is your time with your manager - and they are here to help you grow - so, make the most of it!

Both you and your manager should be able to agree on what you would like to see happen before your next performance review.

Questions you might ask during your performance review 

• Your growth areas: “Are there specific skills you’d like to see me grow?” or “What do you see as the next steps in my career growth?”
• Your goals for the future: “What would you like to see from me by our next performance conversation?” or “I want to make sure I’m focused on the right goals. How are you thinking about measuring my success in the future?”
• The timeline for raises, bonuses or promotions: Once you’ve talked about your goals and performance, ask about a specific timeline for getting to that next step. Ask: “I’m really enjoying my position and growth within the company. What is the timeline for raises or promotions and what can I do to get there?”
• Other people you should be reviewed by: Use your review as a place to ask where else you can get additional feedback. Having those conversations will give you a better and more holistic idea of how you’re perceived and how you’re doing at your organization. Ask: “Is there anyone else it would be valuable for me to check in with and get feedback from?”

Tips for a productive conversation

• Make it conversational. Try to have a normal conversation with your manager. Feel free to ask questions and offer suggestions - just like you’d do day-to-day. 
• Don’t be defensive or confrontational. Approach each piece of feedback as an opportunity to learn and get better. Watch for defensive body language (e.g., crossed arms, not looking at the camera, etc).
• Articulate where you’ll add value. Help your manager understand the specific ways you will provide value to your team and company.
• Focus on career development. Make sure you leave the conversation knowing what the expectations of you and your role are, how you can get better, and with clear next steps.
• Build off of positive feedback. Find a way to connect the positive feedback that you receive to your career goals.

After the meeting

After your performance review, take some time to review your notes. Then, create a plan for implementing your manager’s feedback and identifying how any changes will affect you and your work for the upcoming year. Break your plan into monthly and quarterly objectives, so you can make steady progress over the next 12 months.

If you’re struggling with a specific objective, don’t be afraid to talk about it with @manager.name; it’s your manager’s job to help you clear roadblocks and reach your objectives.

Your ability to follow through on this plan and drive forward on your own growth goals will have a significant impact on your next performance conversation. Good luck, @recipient.name!