Don’t Sabotage Yourself! Learn How to Ace Your Year-End Review

The year-end performance review is coming up. Do not be your own worst enemy.

You are probably taking this season in stride if you know you hit your Key Performance Indicators (KPIs) and targets. But if you think you could have done better, well, you might be a tad apprehensive. Everyone has off-seasons, and when you just had one, how you handle the year-end evaluations can spell the difference between success and failure. 

However you performed throughout the year, you can ace the year-end performance review with these career-boosting tips. Read on to learn more.

What Is a Year-End Performance Review?

Dominique Jones, chief people officer and vice president of HR at Halogen Software, describes a year-end review as “a two-way street with communication flowing both ways, between employee and manager or supervisor.” Your line managers will discuss whether or not you met their goals and measured up to expectations. Supervisors then set new goals and plans for achieving them. 

In short, the year-end performance review is a conversation with your immediate supervisor about your performance throughout the year. You dissect your accomplishments and determine areas for improvement. It is your chance to understand how to perform better in the future and advance your career. You may also discuss development courses and learn if you are being considered for a promotion or raise.

Why Are Year-End Performance Reviews Important?

Year-end reviews are an integral tool for talent management. Human resources and managers set up these assessments in advance and document the proceedings. The results are crucial in informing decisions on raises and promotions. They are also used to collect information on an employee for planned termination. 

The year-end review is a chance for you to gain valuable feedback from your direct supervisor about your skills and abilities. Here, your employer recognises your contributions and untapped potential. More importantly, the year-end review is when you and your supervisor set mutual goals. This way, you can discuss your role in the company moving forward.

Because of its significance, you may experience anxiety in the days leading up to it. But fret not because you can prepare for it.

What to Do Before, During, And After a Year-End Performance Review

Before 

Log your accomplishments throughout the year. 

By having an active list, you will be able to list all your accomplishments, no matter how minor. You can then draw from this list when you meet with your supervisor. Don’t limit your big wins to technical skills, either. Soft skills, such as mentoring a subordinate, are equally valuable.

You can also keep a file of emails from your supervisor and clients crediting you for jobs well done. Additionally, create a portfolio of your best output. Not only can you use these for your year-end review, but it also helps document how much you’ve improved.

Complete a self-evaluation

Usually, you will receive a self-evaluation form to accomplish. Take careful time to complete this sheet so you don’t forget the necessary details.

Schedule the meeting in advance.

While managers or human resources usually schedule this conversation, you have a say. Ask to set it up during a lighter work week and preferably not in between other meetings. Give yourself ample time to communicate. This way, you have time to prepare yourself and won't feel time pressure. 

Request a copy of your written evaluation.

If available, try to get an advanced copy of the written evaluation, so you can frame your response well. When you have time to think about your response, you avoid responding rashly and emotionally, even when you disagree. Your supervisor will appreciate your level-headedness and you will have a smoother performance review.

During

Have the right mindset.

Remember that the purpose of the year-end review is to help you improve and grow as an employee. If you come into the meeting with the perspective that your supervisor also wants you to succeed, you will be more receptive to feedback and amenable to discussing changes. So bring a positive mindset to the meeting.

Ask questions.

The year-end review is a great time to raise concerns or questions you may have, especially about the written evaluation. Clarify what your supervisor meant before contesting it. Some misunderstandings can be cleared up easily by open conversation.

Discuss your day-to-day responsibilities.

Your supervisor may have forgotten how much your role has evolved (or how much more responsibility you have been assigned). The year-end review presents an opportunity to discuss this as well as whether or not your current role merits a pay increase. 

Clarify current company priorities.

According to Caroline Ceniza-Levine, HR professional and Forbes contributor, “you can let your manager know that you want to make sure you’re working on the (company’s) highest priorities.” By expressing a desire to align your performance with the company’s goals, you show initiative and a willingness to be part of the organisation's future.

After

Check your promises.

If there is no official documentation by a third party during the year-end review, write down the agreements yourself. Send the documentation to your boss via email, asking them to confirm the contents. This way, there will be no misunderstandings. Both you and your supervisor will be accountable for the terms of the agreement.

Set regular check-in meetings.

No need to wait for the end of the year to find out how you are doing. Request regular check-in meetings with your supervisor to ensure you are performing as expected. You may think you are doing well, but your manager might not feel the same. 

Start preparing for the next year-end review.

Begin logging your achievements and the actions you have taken to meet your goals. Keeping a log helps keep you on track. Plus, it prepares you for the next performance review.

Mistakes You Can Make During the Year-End Review

A mismanaged performance review can hinder your growth in the company. If you do any of these, you may set yourself up for failure.

You are not prepared. 

Nothing is worse than not being prepared for a meeting, especially if the agenda is your accomplishments. If you do not prep a list of achievements, you may forget crucial details. And if you miss out on the chance to prop yourself up during the year-end performance review, it would be hard to get another chance. Not being able to name your accomplishments also communicates to your supervisor that maybe you did not work hard enough.

A year-end performance review happens once a year and is something you should keep in your sights throughout the year. Not preparing for it signals that you do not value it.

You do not acknowledge your weaknesses.

The year-end review is a dialogue involving two people. Your supervisor will give feedback on your performance, and some of their observations might not be positive. If you do not welcome negative comments and refuse to acknowledge any weaknesses, you will come off as arrogant and stubborn. It also communicates that you lack self-awareness and a willingness to improve. 

Remember: this assessment is not just about what happened in the past. It shows your plans for the future, too.

You are being defensive.

Another mistake is responding defensively during a performance review. Acting defensive means shutting down and refusing to listen to negative comments. It hinders communication and defeats the purpose of the year-end evaluation. If you believe you were unfairly judged, speak your piece objectively – with concrete details and facts – and with a neutral tone.

You do not express your challenges and needs.

Your supervisor will also be seeking feedback from you. If you miss this opportunity to share your observations and suggestions, you miss the chance to help improve how work is done. Managers and supervisors want to hear from those on the ground. By withholding this information from your supervisor, you risk coming off as uncaring and selfish.

You do not discuss your plans.

Do you wish to move to a different role or department? Do you plan on pursuing further studies? It doesn’t help the company if you keep this information to yourself. The year-end review is also a goal-setting meeting. Not being open about your plans may be seen as deceptive later on.

Be Coachable

No matter how you performed, the year-end review is a chance to learn how you can do better. Listen to feedback about your performance and show your supervisor that you are willing to be guided. Your supervisor will appreciate your openness to input and your commitment to improving yourself. 

Remember to Stay Professional

The year-end performance review isn’t a personal attack but a review of your performance. Show your maturity by keeping your emotions in check, assessing your behaviour objectively, and working with your supervisor in analysing ways to improve your work. Remember that your boss wants you to succeed, too!

In summary, to ace the year-end review, you must keep track of your performance, come prepared, and be open to feedback. Approach the year-end review positively to make the experience constructive and painless. 

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