How to Ace Your Next Performance Review

As event organizers begin wrapping up their 2018 projects, there’s one major task that for many is just getting under way: performance reviews. And new research suggests that these annual reviews are getting a much-needed makeover.

Fifty-one percent of companies have updated their performance-review processes in the past two years. According to a recent survey by OfficeTeam, the most frequent changes include making the process shorter (39 percent) and increasing the frequency of feedback (36 percent).

“Not everyone revels in performance reviews, but fine-tuning the process and frequency of these discussions can help managers and employees get the most out of them,” said Stephanie Naznitsky, executive director of OfficeTeam. Streamlined reviews allow organizations to be nimble in addressing issues, evaluating progress, and recognizing good work, Naznitsky said.

So how can you help ensure that your next performance review goes smoothly? Preparation is key.

Experts suggest:

• Begin your preparation by making a detailed list of the year’s responsibilities and tasks and performing a self-review of these projects. “Thinking through how you’ve done will prevent you from overreacting to feedback because you know what to expect,” Shawn Kent Hayashi, the founder of the Professional Development Group, told The New York Times. Having a general idea of how your performance ranks against your boss’s expectations can help you reduce potential game-time anxiety.

• Prepare by gathering examples of accolades you’ve gotten over the past year and evidence supporting any feedback that you’d like to share. According to a study by Zenger and Folkman, 69 percent of employees said they would work harder if they felt their efforts were being recognized, and your performance review is seen as the perfect opportunity to reinforce yearly wins.

• Plan to discuss career development with your boss. Let your manager know exactly what you have been doing and why you can handle other opportunities within the company, leadership consultant Patrick Sweeney told The New York Times. Sweeney went on to suggest that your discussion with your manager should center on your future at the company and your professional aspirations — take the opportunity to show that you are optimistic and excited about both.

As you prepare for your upcoming performance review, find out what you should and should not do if you happen to receive negative feedback.