As the end of the year approaches, the familiar cadence of holiday festivities is joined by another seasonal hallmark: performance reviews. This is the time for reflection, feedback, and forward planning. For many professionals, it’s also an opportunity to shape the narrative of their year by contributing thoughtfully to their performance appraisal.
Providing input for your review isn’t just a formality; it’s a strategic chance to highlight your achievements, showcase your growth, and align your goals with those of your organization. I encourage my clients to make providing input to their performance appraisal a priority and to not take the exercise lightly. Below are some thoughts on how one might approach this important task.
Your Input Matters
First and foremost, recognize that your input matters. Your manager and/or reviewer(s) might have a good sense of your performance, but they don’t have the same detailed view of your day-to-day contributions. By providing clear, structured input, you ensure that your efforts are accurately represented. Additionally, when it comes to providing input on your performance appraisal, resist the temptation to be modest or shy.
Objectives of Providing Input
Generally speaking, you want to accomplish 4 things with your input:
- Clarify Achievements: Highlight milestones, metrics, and outcomes that demonstrate your impact.
- Provide Context: Explain the challenges you overcame and the strategies you employed.
- Give a Growth Update: Share results of your progress versus key constructive feedback you’ve received from your Manager throughout the year.
- Set Stage for Future: Ensure the review reflects your priorities and sets the stage for your future development.
What Your Input Should Include
If you want your input to be comprehensive, consider sharing your perspective in these key areas:
- Key Accomplishments
Begin with measurable results that align with your current year’s objectives–job’s goals and responsibilities. Use data wherever possible to illustrate your success. For example, if you managed a project, specify how it met deadlines, budgets, or performance targets. - Acquired/Demonstrated Skills
Highlight the competencies you have acquired, developed or strengthened during the year. Did you master a new tool, lead a team, or improve a process? How did your work on certain competencies help the team or organization? - Lessons Learned
Address challenges and how you tackled them. Here’s where you could incorporate any constructive feedback you’ve received throughout the year, and the behavior changes you made to address the feedback. Demonstrating resilience and adaptability shows a commitment to growth. - Collaboration and Team Impact
Collaboration and Teamwork often plays a significant role in overall performance evaluations. Share examples of how you worked with others, supported team objectives, and/or fostered a positive workplace culture. - Future Goals
My advice here is: Ask for what you want. Your manager cannot help you progress toward your career or growth objectives, if they don’t know what your goals are. Use this opportunity to express your ambitions and identify areas for development. Be proactive about proposing training, new responsibilities, or projects that align with your career trajectory.
Crafting Your Input
A few tips for crafting or framing your input:
- Be Specific: Use examples to prove your point or to bring your points to life. Vague statements like “I worked hard” don’t carry the same weight as “I improved product availability by 15%.”
- Align with Team and Organizational Goals: Connect your achievements to the company’s mission or priorities. Show how your contributions drive success.
- Keep It Professional: Avoid defensiveness or overinflation of accomplishments. Be balanced in your tone to build or enhance credibility.
- Don’t Be Shy: Many professionals hesitate to provide input during their performance appraisal process, worrying they might come across as boastful or defensive. Please resist the temptation to do this— holding back can lead to missed opportunities to showcase your accomplishments and influence how your contributions are perceived.
- Seek Feedback: Often, a second set of eyes can catch something you overlooked. Before submitting, ask a trusted colleague or mentor to review your input.
Final Thoughts on Your Input
Performance reviews are not just about looking back; they’re about setting the tone for the year ahead. By thoughtfully preparing your input, you share your perspective on your performance and ensure that your contributions are recognized, and your future goals are supported.
So, as you prepare for the holidays, don’t forget to set aside time to reflect on your professional journey. Take the exercise of providing input to your performance appraisal seriously. After all, ’tis the season for showcasing your growth and planning for even greater success in the year to come!
Elevate your Leadership Potential
To learn more about performance reviews and executive coaching, reach out to Mitzi for a consultation.