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Best Performance Review Tips for Employees – 2024

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Photo by Kolleen Gladden on Unsplash

Are you gearing up for your next performance review? Whether you love them or loathe them, performance reviews are a crucial part of professional development. In this blog post, we’ll be discussing some helpful performance review tips for employees to prepare, navigate and ace their reviews. After all, the better you do in your performance review, the better your chances of achieving your goals and advancing in your career. So, without further ado, let’s get started!  

Step 1: Preparing for the Performance Review

Set goals and objectives before the performance review 

Let’s kick things off with some tips on how to prepare for your performance review! The most exciting part of a performance review period is the preparation –but don’t worry! We’ve got amazing performance review tips for you. 

First up, we recommend setting goals and objectives beforehand. This is a great way to show your supervisor that you’re proactive and committed to your job. Take some time to reflect on your performance over the past year and think about what you want to achieve in the future –maybe you want to learn a new skill, take on more responsibility, or improve a specific aspect of your job performance.

Gather evidence of your performance throughout the year 

Another important step in preparing for your performance review is gathering evidence of your performance throughout the year. It can be tough to remember all your accomplishments and challenges from months ago, so taking some time to jot down notes and collect feedback along the way can be really helpful.

Maybe you received an email from a colleague thanking you for your help on a project, or you have data showing how you’ve improved a certain metric. By gathering this evidence, you’ll be able to provide concrete examples during your review and show your supervisor just how awesome you’ve been. Plus, it’s always satisfying to look back and see all the hard work you’ve put in! 

Review your job description and responsibilities 

Next up, we have a no-brainer: review your job description and overall responsibilities. We know it’s easy to get caught up in day-to-day tasks and lose sight of the bigger picture, that’s why you should take some time to review your job description and make sure you’re clear on what’s expected of you.

Are there any tasks or responsibilities that you’ve taken on that aren’t explicitly mentioned in your job description? Also, this is a great opportunity to discuss those with your supervisor and potentially negotiate a new role or compensation.  

Request feedback from colleagues or supervisors 

Last but not least, don’t forget to request feedback from colleagues or supervisors before your performance review! It’s always helpful to get an outside perspective on your performance, especially if you work independently or don’t receive regular feedback.

You could ask a colleague to review a project you worked on together or ask your supervisor for feedback on a specific area of your job performance. Not only will this help you prepare for your review, but it also shows your supervisor that you’re open to constructive criticism and willing to improve.

So don’t be shy – ask for that feedback, and ace that performance review! You can use a feedback software to collect and analyze feedback without a hassle.  

man writing on paper

Step 2: During the Performance Review 

Listen actively to your supervisor’s feedback 

Now, let’s move on to some performance review tips for navigating the actual review. First up, it’s important to listen actively to your supervisor’s feedback. This may sound obvious, but it can be tough to hear constructive criticism or areas for improvement.

Remember that your supervisor’s feedback is meant to help you grow and succeed in your role, so take it in stride and try not to get defensive. Listen carefully to what they’re saying, ask questions to clarify anything you’re unsure about, and take notes if needed.

Ask questions to clarify expectations or feedback 

Another one of helpful performance review tips is to ask questions to clarify expectations or feedback. If your supervisor mentions an area where you need improvement, don’t be afraid to ask for more information or examples. Similarly, if you’re not clear on what’s expected of you in a certain area, ask for clarification.

In addition, it’s always better to ask for clarification during the review than to be unclear on expectations moving forward. So, speak up and ask those questions –your supervisor will appreciate your engagement! 

Provide evidence to support your achievements

Our next tip for a successful performance review is to provide evidence to support your achievements or areas of improvement. Remember all that evidence you gathered before the review? Now is the time to use it!

When discussing your accomplishments, be sure to provide concrete examples and data to back up your claims. For areas where you need improvement, provide examples of steps you’ve taken to address the issue or plans for improvement moving forward.  

Agreeing on specific, measurable goals for the next review period 

One important outcome of your performance review is to agree on specific, measurable goals for the next review period. These goals should be based on your supervisor’s feedback, your own self-assessment, and your career aspirations.

Make sure your goals are SMART – specific, measurable, achievable, relevant, and time-bound. This will help ensure that you and your supervisor are on the same page about what you’re working towards and how progress will be measured. If you’re looking for a more detailed look on SMART goals, check out our blog!

Discuss opportunities for growth or development 

Finally, don’t forget to discuss opportunities for growth or development during your performance review. This is a great chance to talk with your supervisor about your career aspirations and how you can continue to grow and develop in your role.

You might be interested in taking on new responsibilities, learning a new skill, or pursuing a promotion, and by discussing these opportunities with your supervisor, you’ll show that you’re committed to your job and willing to put in the work to succeed.

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Photo by Markus Winkler on Unsplash

Step 3: After the Performance Review 

Reflect on the feedback received and setting an action plan 

Congrats, you made it through your performance review! But the work doesn’t end there –it’s important to reflect on the feedback you received and set an action plan moving forward. Take some time to think about what you learned during the review, what feedback resonated with you, and what you want to work on moving forward.

Based on this reflection, create an action plan with specific steps and deadlines for achieving your goals including scheduling regular check-ins with your supervisor, signing up for a training course, or taking on a new project to build your skills.  

Follow up with your supervisor on any agreed-upon goals

It’s always a good idea to follow up with your supervisor after your performance review to ensure that you’re on track to meet any agreed-upon goals or expectations. This could include checking in on progress towards your goals, discussing any obstacles you’ve encountered, or simply touching base to keep the lines of communication open.

You’ll show your supervisor that you’re committed to your job and to improving your performance. Plus, you’ll have the opportunity to ask for feedback and make any necessary course corrections along the way. 

Track progress and accomplishments throughout the year 

Now that you’ve set your goals and checked in with your supervisor, it’s time to start tracking your progress and accomplishments throughout the year. This could include keeping a journal of your daily tasks and achievements, creating a spreadsheet to track your progress towards specific goals, or using a OKR software to stay on top of deadlines. We have a great selection of top 10 project management software for you to choose from!

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Request feedback and check in with your supervisor regularly 

As you work towards your goals, it’s important to stay in touch with your supervisor and request feedback regularly.

Don’t wait until your next performance review to get feedback –instead check in with your supervisor on a regular basis to ensure that you’re on track and to address any concerns or questions that arise.

This could include scheduling one-on-one meetings and using a one-on-one software, sending progress reports, or simply stopping by your supervisor’s office for a quick chat. Staying in touch shows your supervisor that you’re dedicated to your job and committed to improving your performance.  

Using Technology to Your Advantage  

In addition to the tips we’ve discussed for preparing, conducting, and following up on performance reviews, it’s worth considering the benefits of using performance management/review software. These platforms can help streamline the performance review process, making it easier for both employees and supervisors to set goals, track progress, and provide feedback.

We have a lot of suggestions in our former blog posts about top performance management tools, but one platform that we highly recommend is Teamflect.  

Teamflect is an all-in-one solution for performance management, offering a wide range of features to help you manage your team’s performance and development. Best feature of Teamflect is its seamless Microsoft Teams integration, which keeps your performance review cycles inside one app.

performance review tips in Teamflect
Performance review module of Teamflect

Other amazing features of Teamflect include: 

  • Automated goal setting and tracking 
  • One-on-one meetings with meeting agenda, note-taking features  
  • Feedback templates and recognition badges 
  • Customizable performance review templates and dashboards 
  • Integration with Microsoft Teams 

With Teamflect, you can streamline the performance review process and ensure that everyone is on the same page when it comes to performance expectations. With ongoing coaching and development tools, you can help your team members achieve their full potential and drive success in your organization.

Use the best performance review software for Microsoft Teams.
No sign-up required.
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Conclusion 

Congratulations, you’ve made it to the end of our guide for a successful performance review as an employee!

Just to recap, some of the key tips we covered include setting goals and objectives before the performance review tips, gathering evidence of your performance throughout the year, listening actively to your supervisor’s feedback during the review, reflecting on the feedback received and setting an action plan, following up with your supervisor regularly, and tracking your progress and accomplishments throughout the year.

Follow these tips to be well on your way to a successful performance review and continued growth and development in your role.  

One final thing to keep in mind is the importance of taking ownership of your own performance and career development.

While your supervisor can provide guidance and feedback, ultimately it’s up to you to drive your own success in your role, meaning seeking out opportunities for growth and development, taking on new challenges and responsibilities, or simply asking for feedback and guidance when you need it.

Take ownership of your own performance and career development to show your supervisor that you’re invested in your job and committed to achieving your goals.  

To smooth out the whole performance review process in your organization, we recommend implementing a performance review software. If you’re interested, schedule a demo with Teamflect now and see the difference for yourself!  

Written by Ezgi Cullu

Ezgi is a content writer and HR enthusiast working in Teamflect. Her goal is to provide creative uptakes on HR trends all over the world as a Gen-Z employee.

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