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Nov. 15, 2016

What to Say at Your Next Annual Performance Review

Every year employees dread the performance review. While many employees go through the process, not everyone uses it to their advantage. The performance review should be seen as more than just a quick reiteration of your work ethic. Instead, use this meeting with your boss to build on your accomplishments and get reorganized for the upcoming year. Check out these ideas on what to bring up during your next annual performance review.

  • What challenged you – Don’t worry about pretending everything was perfect. Your employer knows that there are bound to be aspects of your position that challenge you. Give them some insight as to what you found difficult. This can help them better understand your abilities and focus on helping you improve. If it is a challenge that you have already overcome, detail how you resolved the situation. If it’s an ongoing problem, provide a suggestion or two on how to bridge the gap between what you can handle and what needs to be done. It shows that you are a problem-solver and are willing to help figure out a solution instead of letting anything fall by the wayside.
  • How you want to grow – Companies value employees who never stop striving for success. Assembling the right group of skilled and motivated individuals leads to a better team. Are you interested in a particular project or moving in a certain direction in your career? A performance review is the perfect time to let your boss know how you envision the future for yourself within the company so they can better help you get to where you want to go. Managers know that putting you to work on something that you are interested in ensures that you will excel at the task—something that benefits both employee and employer.
  • What you need – Decide what you need to excel in the upcoming year. Are you always spread too thin and crunched for time? Do you need a simpler process for specific tasks? Your employer wants to support you and provide the best atmosphere for growth that they can. Make sure your requests are reasonable and drama-free. Asking for flexibility in your deadlines is much more realistic than asking to move your desk away from a coworker you don’t like very much.
  • Ask questions – Managers aren’t the only ones who get to ask questions during a performance review. Use this opportunity as a way to gain valuable insight on the direction of the team. Asking questions like, “What are the most important goals for the upcoming year?”, “What new skills do you think I need to develop?” or “What do you think I should do differently next year?” can give you a better idea on what your boss is going to need from you in the future.

 

 

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