In this two-part series, we will cover how to approach your year-end review, and how to handle positive feedback. In part two, we will talk about the follow-up to a poor review.
The key to any review is being prepared. Ideally, have a written record of everything you worked on this year. If you did not maintain a current record, start one next year. Keep a running summary of your projects, your role on each one, what you did well, and where you added value. It can be helpful to note where you can improve. By the next review, you should be able to discuss in detail what you’ve achieved over the year.
If you don’t have a written record, put together notes prior to your review so that you can speak to your contributions. If you originated business, make sure to highlight it directly. If you were part of a team that sourced business, describe your role. Give as clear an account of your work as possible.
Be ready to speak to your own strengths and weaknesses: where you’ve excelled, where you’ve improved, and what skills to build next. Have an anecdote or two on hand that you can share specifically. This might include working well with others on a team, catching an issue in a model before it caused a problem, saving a client relationship, bringing in a new one, or using AI tools in a creative and effective way.
Part of the review will cover your goals and expectations for the coming year. Have clear thoughts about what you want to do going forward and be ready to discuss them. What kind of skills do you want to build? Where do you want to improve? What kind of deal exposure would you like to have? Are you looking for a promotion and more responsibility? Use your review to build your case.
Most positive reviews will also cover constructive feedback. Listen patiently to that feedback, and do not react defensively or respond emotionally. Constructive criticism is beneficial. It will help you take the steps necessary for another positive review next year and hopefully fulfill some or all your goals. If you don’t receive any feedback about how to improve, solicit concrete areas to work on.
A good review should be reflected in your bonus, a promotion, or at least a timetable for advancement. If you believe that your compensation/promotion cycle does not align with your performance, consider exploring other employment opportunities. If it appears that there is a one-time factor influencing your compensation, it’s not necessary to run for the door. However, if there is a pattern of excuses for unsatisfactory compensation, start thinking about a change. Use that positive review to look for a new role.
A good review is much easier to manage than a bad one. For thoughts on what to do following a weak year-end review, keep an eye out for our next post.