How to Ace Your Annual Employee Performance Review

Jul 24, 2017

The basis of any employee review is to evaluate how well an employee performs his or her job. Understandably, the year-end employee performance review can be extremely nerve-racking if you did not prepare for it in advance. Utilize the following techniques and your performance evaluation is sure to be a success.

Tip #1: Be prepared.

Go over the feedback and goals addressed in last year’s performance review. If this is going to be your first review, request a list of evaluation criteria on which your performance will be judged. In addition, ask what makes an employee receive an outstanding evaluation to keep in mind throughout the year.

Tip #2: Go beyond the call of duty.

Stand out by doing more than the scope that your position entails. Volunteering to assist co-workers and occasionally taking on tasks that aren’t within your job description can increase your value within the company.  Showing that you are capable of more than your current set of tasks, and exceeding others’ expectations could result in a promotion, or perhaps a substantial end of year bonus.

Tip #3: Set goals for yourself.

Establish short-term and long-term professional goals for yourself. Form a list of goals based on what you plan to accomplish in one month, three months, six months and one year. This strategy may help you make an impression on your boss by showing that you are goal-driven, and provides an outline to your contributions throughout the year.

Tip #4: Review your own performance.

Complete a monthly self-review to ensure that you are on track to achieving your goals. If you have deviated from your original goals, it’s not the end of the world. Maybe your project load increased, or additional projects and duties were added to your plate. Whatever the reason for deviation, take note of where you are and the additional work you’ve accomplished. If it’s possible to get back on track- do so. If not, adjust your goals so that they fit with your new scope of work, and keep rolling.

Tip #5: Demonstrate your leadership skills.

Responsibility is the foundation of leadership. Take responsibility for your actions, which includes your successes and errors. Managers do not want employees who can’t own up to their actions. Demonstrating effective leadership skills will put you on the fast track to management, or at the least, make you a better candidate for a position with more responsibility.

Tip #6: Be a networking butterfly.

Aim to know everyone’s name (at least in your department), their role, and something about them personally. Knowing who can answer your questions, and creating relationships with your colleagues will help you build a strong internal network within the company. This will also come in handy when you need last minute help or advice on a project.

Tip #7: Create a yearly performance portfolio.

Let’s face it, not every day is going to be sunshine and rainbows. Just as you document every success, keep a ledger of any mistakes or failures you face during the work year. Keep track of the date, what was said, how it was resolved and how you have grown because of it. While this isn’t something you want to present during your review, it’s a good idea to keep your own documentation should an event be brought up during your meeting.

Tip #8: Quantify your business impact.

Now, let’s get back to those days of sunshine and rainbows, shall we? Keep a portfolio of work samples and positive feedback from clients and co-workers. This portfolio is an important tool to quantify your yearly success, and provide evidence on how you helped impact the company.

Alas! The days of fearing your year-end employee performance review are over. If you want to receive a great review, it’s time to start viewing these meetings as an opportunity to show-off your success and proving your value. Applying these techniques to your daily routine will help you put together a game plan to set you up for a successful year.

You have the talent, skills, and drive – we have the contacts and experience needed to assist you in achieving your career goals within your area of expertise. We don’t just place candidates: we guide our candidates through the entire process and ensure a seamless and successful transition. To start your exploration process, contact us to discuss your individual and professional goals.

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