Making the Most of Your Annual Review
For many of us, an annual review can feel like nothing more than a formality (at best) or an opportunity for someone to criticize us (at worst). But when they are approached strategically, it’s actually a really great opportunity to advocate for yourself and re-align your goals.
Whether your review is weeks away or just around the corner, I have a few tips to ensure it’s a productive and positive conversation that showcases your impact at work.
Don’t Go In Cold
Preparation is everything. Waiting until the day before your review to gather together your thoughts and accomplishments puts you in reactive mode.
Instead, take time to reflect on your year:
What wins are you most proud of?
What challenges did you overcome?
How did you contribute to your team or company’s success?
Bonus: If you’ve kept a running list of achievements throughout the year, now’s the time to put it to use. If you haven’t done this, start now so you’ll be ready with hard data next year!
Make It a Two-Way Conversation
Yes, annual reviews involve feedback from your manager, but you shouldn’t spend the whole time listening and taking notes. This meeting is also your opportunity to provide input, ask questions, and share your career aspirations. Answer the following questions beforehand so you can go in with a few talking points:
What’s going well that you’d like to do more of?
Where would you like more support, training, or stretch opportunities?
What long-term goals can you begin aligning toward now?
Managers appreciate team members who take initiative in shaping their own path. This is your chance to show that you’re invested in growing along with the company!
Don’t Be Afraid to Talk About Growth
Speaking of growth, it’s way too easy to downplay our ambitions in these kinds of review conversations. You might worry about sounding ungrateful or overly confident. But if you’re eyeing a promotion, a new challenge, or a raise, this is your big chance to speak up.
Remember: your annual review is designed for long-term planning. Don’t wait until you’re burned out or ready to quit to start talking about what you want. And be specific! For example, you might say something like, “I’d love to work toward a senior role in the next 12 months. Can we map out what that path might look like?”
Leave With a Sense of Clarity
Don’t walk away from your review wondering what just happened. Before the conversation ends, summarize what you heard, what you’re taking away, and what next steps you’ll both commit to. That might include a formal development plan, check-ins, or new responsibilities.
Clarity also means checking in with how you felt about the conversation. Did it feel productive and supportive? Were your ideas and goals heard? If something didn’t sit quite right, that’s okay, just make a note of it. These reflections can help you decide what you need more of (or less of) to keep moving forward in your role.
A Little Bit of Career Homework for You
If you’re prepping for an upcoming review, start gathering up your notes now. Reflect on what you’ve accomplished, what you want more of, and where you’d like to go next. And if you want support to make the most of these conversations, I’d love to help! Learn more about 1:1 coaching here or reach out to schedule a free discovery call.