How to Advocate for Yourself in a Performance Review

This article is one of six articles in the mini-series “Feedback Is A Gift” to help you navigate these uncomfortable conversations year-round.  

Performance reviews are often seen as a daunting reality of the work-place despite them being a golden opportunity for personal and professional growth. They are moments when you can stand up and shine to showcase your achievements, aspirations, and the value you bring to the table. It’s surprising how many individuals let this chance slip through their fingers by succumbing to a passive role in the process.

We are here to change that narrative. In this article, we’ll guide you through the steps to not just participate in your performance review but to own it, steer it, and come out of it feeling proud…and perhaps with a promotion.

1. Prepare for Your Performance Review

Like any successful endeavor, it all begins with preparation. Before your performance review, take the time to reflect on your accomplishments, challenges, and goals. Create a list of your key achievements, specific examples of your contributions, and specific challenges you’ve overcome. This groundwork not only reinforces your self-awareness, but also equips you with the specific evidence required to support your points during the review.

2. Set Clear Development Goals

Your performance review isn’t just a time to discuss the past; it’s also an opportunity to chart your future. Come to the meeting with a clear set of goals and objectives you want to accomplish in the coming year. Whether it’s aiming for a specific project, a promotion, or skill development. Articulate your aspirations clearly. This demonstrates your commitment to growth and aligns your manager’s expectations with your own.

3. Open the Dialogue

The best performance reviews are two-way conversations. Don’t wait for your manager to lead the discussion; take the initiative to open up and share your thoughts. Start by expressing your appreciation for the opportunity to have this conversation, and of course, ask for feedback. This shows your willingness to learn and grow.

4. Highlight Your Achievements

As the review progresses, don’t shy away from highlighting your accomplishments. Use specific examples to illustrate your successes and how they’ve contributed to the team or organization. Share metrics, data, or feedback from colleagues or clients to back up your points. This not only validates your contributions but also demonstrates your value in a tangible way. 

5. Accept Challenges Gracefully

No one is without challenges, and accepting them with grace is a sign of maturity and resilience. If your manager brings up areas for improvement, acknowledge them and discuss your plan for growth. Show that you’re receptive to feedback and committed to personal development.

6. Negotiate with Confidence

If you believe you deserve a raise, promotion, or additional responsibilities, don’t hesitate to discuss it. Again, make sure to back your request with concrete examples of your contributions and how they align with the company’s goals. Be confident, yet open to a constructive discussion about your expectations.

7. Leave with a Plan

End the performance review with a clear plan of action. Summarize key takeaways, including your goals for the upcoming year, agreed-upon areas for improvement, and any changes in responsibilities or expectations. Having a written plan ensures everyone is on the same page and helps you track your progress.

Remember, your performance review is a chance to advocate for yourself, your growth, and your aspirations. Don’t let it pass you by as a mere formality. Approach it with confidence, preparation, and a mindset of growth, and watch how it becomes a stepping stone on your path to success.

Not feeling confident you can do this? We can help you feel empowered during this important conversation. We provide 1:1 coaching that can provide you with the guidance and support you need to increase your confidence and preparedness.  Contact us today.