Getting The Most From Your Performance Review


  • Have a clear understanding of your job expectations – specifically, job description, goals for the year
  • Review your job expectations periodically – for example, quarterly – and ask if adjustments need to be made
  • Prepare a summary of your accomplishments, and keep a “diary” during the year to make it easier
  • Be honest / fair about what you did well and what you can do better – and use examples
  • Be open to feedback – in other words, thank your supervisor for it, ask questions for clarification, ask for recommendations about how you can move forward
  • Let them know your professional development needs and opportunities
  • Use effective non-verbal communication – for example, make appropriate eye contact, face the person you’re talking with, don’t cross your arms or roll your eyes


  • Wait until the end of the year to bring things up or “surprise” your supervisor
  • Be defensive
  • Make or take things personally
  • Blame others
  • Be unreasonably critical of management
  • Complain – without good suggestions for improvement
  • Make excuses – without strong examples to support your view
  • Argue – without strong examples to support your view
  • Overreact

When you’re preparing for your review, consider the past, present and future:


  • Check last year’s review
  • List positive achievements
  • Discuss ways of righting wrongs


  • Be honest about your development opportunities
  • Emphasize your strengths
  • Discuss current issues


  • Improve your qualifications
  • Broaden your experiences
  • Plan the long term
  • Confirm next steps, and then follow through