Annual performance reviews can be nerve-wracking. It’s more common than not to feel anxious in the days or even weeks leading up to your review, with many employees worried about what constructive criticism they may receive.

While this constructive criticism can feel daunting, most managers go into performance reviews with good intentions. In fact, a 2022 study actually found that 72% of employers said that supporting their workers’ career development was their primary objective.

You can approach your annual evaluation with a growth-oriented mindset to identify new ways to move forward in your career. This post will discuss steps you can take to prepare for your review so you can make a positive impression on your manager and get the most out of it. 

1. Highlight your strengths but show self-awareness

Most organizations have review structures that ask you to evaluate yourself. This may be a self assessment you complete in advance, or you may do it in-person with your manager.

This is an opportunity to advocate for yourself, showcasing your strengths as an employee by doing the following:

• Come prepared. Think about your answers in advance. If it’s helpful, write down your strengths and come up with specific examples that you can relay to your boss during the assessment.
• Show alignment with company goals. When discussing the work you do, stress how you (and your strengths) positively contribute to the team. Align your strengths with company culture and performance goals to highlight your value.
• Demonstrate self-awareness. You’ll likely be asked to assess both your strengths and weaknesses. Show self-awareness by thoughtfully discussing real weaknesses you believe you have, and come ready with suggestions for how you’re working on that.

You may, for example, note that your go-getter attitude allows you to take the initiative to work independently and take the lead on big projects, which has helped you to meet all deadlines and exceed performance goals.

You might also note that while this strength is an asset, you also are aware that your focus on the project may mean you’re less likely to collaborate creatively or ask peers for their input. Noting that you’ve been trying to ask your coworkers for input at key project milestones to better collaborate shows the intention of growth.

2. Use constructive criticism as a growth opportunity  

A good performance review is an open dialogue between you and your manager. Listen carefully when they’re reviewing your performance, especially when they’re offering feedback about where you can grow.

Here are a few things to keep in mind:

• Receive feedback gracefully. It can be unpleasant to hear constructive criticism, but no one is perfect and everyone has room to grow. Avoid becoming defensive, and listen intently. 
• Ask clarifying questions. To better understand the feedback, ask questions if you have them. It shows that you’re taking the feedback seriously and want to understand how to implement it.  
• Request resources if needed. If your manager notes performance or skill gaps, you can ask about resources or support. A salesperson who is struggling to complete deals, for example, might ask for training on closing techniques or overcoming objections.

3. Discuss your professional goals 

Your manager may ask about any professional goals you have. If they don’t, take the initiative to bring up the topic yourself.

You may want to inquire about a raise that you feel you’ve deserved, especially if the conversation has been positive so far. Or, you can discuss how you eventually want to become a senior team member or a manager.

Discussing your professional goals lets your boss know that you’re taking this seriously. It can help them offer suggestions that can help your future growth. They may be able to make recommendations about additional training or even mentor you to help you progress within the company. They may recommend additional education, internal training, or work experience that you need to receive specific promotions in the future.

They can also share insight into the long-term direction your organization wants to take. The manufacturing industry, for example, is facing technology skill gaps. Pursuing continued education that will give you those essential digital skills can increase your job stability and increase your odds of rising the ranks through your company.

Finally, you can ask about specific career advancement opportunities. 

If you know that a senior coworker is retiring next year, you could ask what steps you could take to be considered for the position. Your manager may share that they want to see you take more initiative on volunteering for extra work, and that they’ll make sure you assign you as the project lead on a few upcoming tasks to see how you do and help you build your portfolio.

4. Implement your manager’s feedback

The work isn’t over when the review is done.

If you’re serious about future career advancement, make an effort to implement your manager’s feedback on your day-to-day work.

Your manager may have shared that you can accidentally be too harsh in the company Slack channel when you’re rushing to respond quickly. Taking the time to parse your words more carefully can have an immediate effect.

Some feedback may be more challenging to implement. If your supervisor said that they want to see you develop specific skills, you may need to pursue additional training, practice, or education. Don’t be afraid to ask your boss about resources that are available to you, and you can request ongoing feedback to make sure that you’re on the right track.

And when your next performance review rolls around, bring up the original feedback and show what you’ve done to implement it. Track progress throughout the year, which may include documenting successfully-completed projects, tracking performance metrics, and monitoring feedback from peers and managers. 

Career advancement can start with performance reviews

Though anxiety-inducing, one-on-one performance reviews provide an exceptional opportunity for workers with career advancement goals. Use this time to advocate for yourself, identify opportunities for growth, and discuss how to best accomplish your professional goals within the organization.