Performance reviews can often feel like formalities or, worse, dreaded evaluations we simply have to endure. But what if you could flip the script and turn your review into a golden opportunity for growth and clarity? One of my clients, Theresa, recently did just that, and her story shines a light on how to approach performance reviews in a way that sets you up for success.
Theresa was preparing for her annual review with her manager, Ellen. Instead of viewing the session passively, Theresa decided to take charge of the conversation. A quick coaching session beforehand to prepare. Together, we focused on two essential tips for her upcoming review.
Ask for specific feedback on what you bring to the team that’s exceptional.
Ask for one suggestion on how to improve in your role or enhance a current project.
These pointers might sound simple, but their impact is profound—as Theresa discovered.
The Power of the Right Questions
When Theresa walked into her review, she stuck to the plan. She asked Ellen for general feedback on what she does particularly well in her role, and then followed up with a request for specific areas she could improve as a leader.
The results were remarkable. Ellen didn’t just skim through boilerplate remarks or generic praise. She gave Theresa clear feedback on her strengths, emphasizing her adaptability and ability to rally the team around a new direction quickly. This clarity was empowering, giving Theresa a newfound sense of confidence and understanding of her unique value to the team.
Ellen also suggested specific training programs that would enhance Theresa’s leadership skills. Rather than leave Theresa to figure it out on her own, she took action. Ellen reached out to connect Theresa with the person in charge of setting strategy at their company, opening the door for Theresa to learn more about how organizational decisions are made.
This wasn’t just a coincidence or pure luck; it was a direct result of Theresa taking initiative. By asking targeted, well-thought-out questions, she created a space for genuine dialogue about her growth and future.
Breaking Down Key Lessons
Theresa’s experience highlights several key learnings that you can apply to your own performance reviews.
Be Prepared
Preparation is the foundation of a successful performance review. Before your review, take some time to reflect on the following:
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- What am I proud of? List your accomplishments and contributions over the review period.
- Where do I feel stuck? Identify areas where you’d like to improve, learn, or grow.
- What additional support or resources could help me? Think about tools, training, or connections that could elevate your work.
Jot down questions to help guide the review. For example, “From your perspective, what strengths do I bring to the team that make an exceptional impact?” Or, “What’s one skill you think I should develop further to grow in my role?”
By having these questions at the ready, you ensure the discussion focuses on your growth rather than on vague or generic feedback.
Seek Specific Feedback
General praise doesn’t always help us grow. While it feels good to hear “you’re doing great,” it doesn’t tell you how or why. Theresa’s question about what she does exceptionally well gave Ellen the chance to be specific. Pinpointing Theresa’s “adaptability” and ability to build team momentum helped her recognize the unique qualities she brings to her role.
When seeking feedback, remember to ask for actionable insights. Instead of “How am I doing?” try “What’s one thing I could focus on improving to add more value to the team?”
Specific feedback can reinforce your strengths while also shedding light on blind spots you might not have noticed.
Show Initiative and Curiosity
Theresa didn’t stop at receiving feedback; she used her review to express her curiosity and professional goals. She shared her interest in understanding how the company makes strategic decisions. This simple observation turned into an opportunity. Ellen connected Theresa with the strategy leader, which led to a productive conversation and new professional relationships.
Show initiative during your review by highlighting the areas you’re curious about and asking for advice or support. You’ll not only leave a strong impression on your manager but also create openings for future opportunities.
Use Feedback as a Launchpad for Growth
Performance reviews aren’t just about looking back; they’re about charting a path forward. Theresa didn’t stop at receiving feedback; she immediately signed up for the training Ellen suggested and followed through on the connection to the strategy team. This proactive approach keeps the momentum going and turns feedback into actionable progress.
All too often, performance reviews come and go without meaningful change. Don’t leave feedback on the table. Act on it!
Celebrate Yourself
Finally, don’t forget to celebrate what you’re doing well. Understanding your strengths can be just as important as identifying areas for growth. Reviews are a chance to reflect on what makes you unique and valuable to your team. Like Theresa, you might discover traits you’d taken for granted or never fully appreciated until they were pointed out by someone else.
Moving Forward
Theresa left her performance review with a spring in her step. She not only gained clarity about her unique contributions and areas for growth but also felt valued, supported, and energized to keep moving forward.
The ripple effect was immediate. Within a week, she was connected to someone influential in her company, and her goals began to feel more tangible.
This is what a performance review should do. It should create clarity and direction for both the employee and the manager. It’s a moment to stop and celebrate, identify growth opportunities, and collaborate on the path ahead.
But this doesn’t just “happen.” It requires intention, preparation, and the courage to ask for what you need.
Your Turn
Next time you approach a performance review, remember this:
- Come prepared with reflections on your work and targeted questions to guide the conversation.
- Ask for clarity on both your strengths and areas where you can improve.
- Express curiosity about your role, the bigger picture, and opportunities to grow.
- Act on feedback and treat it as a roadmap for your next steps.
Your performance review is more than an evaluation; it’s a chance to celebrate your accomplishments, reflect on your growth, and step boldly into your future. Just like Theresa, you deserve to leave that room with clarity, opportunities, and a little extra pep in your step.
Take charge of your professional development. Your career goals are waiting!