Community//

Annual Performance Reviews – How to have a great one!

Use it as the great career development tool it can be

You’re probably thinking my perspective is “tainted” because my reviews have always been good, that I always received lots of positive feedback.

Well, no: missed targets, leadership behaviour that could be developed, blind spots, you name it I’ve probably had it. But don’t fear I’ve had plenty of exceeded targets and being recognised for my management skills – I thank you very much….

But I’ll tell you my worst annual review nightmare: “On the whole everything is fine”, Fine? What’s fine? “on the whole”? Do you mind breaking it down a little?

You’re rolling your eyes? I should be glad there is no big issue being pointed out?

I hear you but tell me what to do with “On the whole everything is fine” if I have a level of consciousness slightly higher than that of my front door and I’m keen to develop myself and my career?

NOTHING! That’s the kind of annual review run by a seriously lazy manager or one scarily challenged in the leadership department.

But hey, if you accept it why should he/she changed and put in the work to give you a proper annual performance review.

You’re serious about developing yourself and achieving a rewarding career?

It’s all down to YOU. 

You decide that your annual review is an opportunity and a great tool to develop your career… or not.


Taking charge of your review impacts your mindset. You get into a more positive and, more importantly, into a growth mindset: open-minded, eager to learn and ready to reframe negative experiences into opportunities

The first consequence of this shift is to refuse the “slap on the back, let’s do it over a pint at lunchtime” annual review. Come on, a whole year of hard work? I’m worth more than that!

Set higher expectations:

Feedback? I want facts, not “I think that..” or “she said…”. Give me dates and a clear description. I’m not just talking about so-called negative feedback, if it’s good I need the details too so I can fully integrate it and reproduce it.

Preparation? I’m not just filling a form so don’t call the meeting in 20 mins – and I think dear Manager you will need more time too. I am taking the time to gather the information and feedback and to reflect on it so I can get all the learnings from this year.

Next steps? My review is full of learnings to build on my strengths and on how to develop so I want to build a great development plan with you with clear timelines and actions.

These are just examples, by changing how you view your annual review and becoming more demanding of the process (and the people running it) you’ll get an annual review that IS a great tool to develop your career and help you achieve the satisfaction and success you desire.

and remember, it’s all down to YOU!

If you want mindset and practical tips on how to get an annual review that really delivers for your career then register for my free video series: https://carinesanjuan.com/video-series/

Originally published at carinesanjuan.com

The Thrive Global Community welcomes voices from many spheres. We publish pieces written by outside contributors with a wide range of opinions, which don’t necessarily reflect our own. Learn more or join us as a community member!
Share your comments below. Please read our commenting guidelines before posting. If you have a concern about a comment, report it here.

Sign up for the Thrive Global newsletter

Will be used in accordance with our privacy policy.

Thrive Global
People look for retreats for themselves, in the country, by the coast, or in the hills . . . There is nowhere that a person can find a more peaceful and trouble-free retreat than in his own mind. . . . So constantly give yourself this retreat, and renew yourself.

- MARCUS AURELIUS

We use cookies on our site to give you the best experience possible. By continuing to browse the site, you agree to this use. For more information on how we use cookies, see our Privacy Policy.