Performance Review 101: Everything You Need to Know

Performance reviews offer employees an opportunity every year to prove their mettle as valuable members of an organization. In addition to identifying areas for improvement, they also allow employees to showcase their strengths and contributions to the business in the past year. However, even for the most seasoned of us, this time of year can bring up the dreaded question: what to say in a performance review as an employee.

And the fear is valid. Performance reviews can often cause anxiety and feelings of inadequacy in employees. Moreover, certain traditional methods of conducting reviews are often counterproductive, resulting in wasted time, energy, and, worst of all, motivation. According to Gallup, only 14% of employees feel that their performance reviews are inspiring. What’s worse, only 2 in 10 employees agree that their performance is managed to allow them to perform their best. So then, what’s the solution? Let’s look at some aspects of a performance review that can help you ace the next one!

How Can Employees Effectively Communicate Their Accomplishments During a Performance Review?

A performance review is a golden opportunity to highlight one’s strengths and professional development over time. Effectively communicating this requires preparation and skill, both of which can be mastered with practice. More importantly, this reflects your eagerness to learn as an employee and inspires credibility and confidence in employers. 

If you wonder what to say in a performance review as an employee, keeping track of accomplishments is the first and most vital step. Using spreadsheets or offline trackers can help keep score and ensure you don’t fumble during the performance review. Remember to note down details: the problem, your strategies and execution, and how your contribution helped the company. 

Essentially, organizing thoughts helps one speak coherently and concisely, which is crucial to achieving a performance review. It builds trust, shows caliber, and is a marker of a proficient and motivated employee. 

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What Should Employees Say When Addressing Areas for Improvement in a Performance Review?

Self-assessment is synonymous with an effective performance review that ultimately contributes to professional development and career growth. If one is at a loss of what to say in a performance review as an employee, it is helpful to use multiple channels of feedback to address areas for improvement. These include peer review, customer feedback, or 360-degree feedback, and offer a holistic view of strengths and weaknesses.

Moreover, also be clear about how these attributes are impacting the company, be it positively or negatively. After rigorous self-assessment, move on to deliberating on ways of improvement. Not only does this show initiative, but it also establishes an openness to constructive criticism. In addition, it is also important to discuss any new skill or software and highlight how it could improve your performance as an employee. 

ALSO READ: What is Self-Evaluation? 7 Ways to Write a Great Self-Evaluation

How Can Employees Handle Difficult Feedback During a Performance Review?

Processing feedback is a continuous process requiring reflection, conversation, and implementation. Negative feedback isn’t easily digested. However, much of the efficacy of performance reviews also depends on how we approach it. In simpler terms, while what to say in a performance review as an employee is perhaps the principal question, how to handle feedback remains equally pivotal.

Receiving feedback with grace and neutrality also fosters employee communication. It presents the employee as a poised and reliable worker—one who can stay composed in unfavorable situations. Consequently, it bolsters mutual respect and trust, accommodating differing perspectives in a dignified manner that is conducive to productivity and growth.

What Strategies Can Employees Use to Ensure Clear Communication During a Performance Review?

Still wondering what to say in a performance review as an employee? Consider these tried-and-tested strategies below.

• Employees can foster clear communication by preparing in advance and engaging proactively during the review
• Thorough preparation involves focused reflection on one’s wins and losses, challenges, and scope for improvement
• It is advisable to clearly articulate both short-term goals and deeper aspirations that align with the company’s future objectives and vision
• Engage in constructive dialogue to discover how one’s individual trajectory can match or intersect that of the organization within the existing framework
• Active listening, with the intention to absorb and understand rather than respond, is paramount to effective employee communication
• In case of disagreements, experts suggest communicating one’s viewpoint respectfully and supporting the argument with relevant examples and/or evidence

ALSO READ: What is Performance Management? A Simple (But Comprehensive) Guide

Performance reviews are there to improve your work; they are not merely avenues for exchanging feedback and opinions. If you still find yourself wondering what to say in a performance review as an employee, remember to separate yourself from your work. Accepting and processing feedback and implementing suggestions can be incredibly difficult when our self-worth is tied to the boardroom. Instead, asking relevant questions, listening intentionally, and acting with grace can help us adapt, pivot, and perform our very best. For those wanting to brush up on their skills and progress in their careers, Emeritus offers an array of handpicked online courses. From digital transformation to upskilling, choose from various topics and take your learning to the next level today! 

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