4 expert tips on how to navigate this quarter’s challenging performance reviews

As we enter the middle of Q4, many employees are thinking about performance reviews which can bring anxiety, frustration and dread. It is important that employers provide clear expectations, consistent feedback and opportunities for open communication. And it’s important that employees feel confident and productive about addressing mistakes and presenting accomplishments.

Anxiety can interfere with a good performance in a quarterly review. If you’re dreading an upcoming performance review, the first step is to find tools to help reduce your anxiety. I previously wrote for Forbes.com about a number of stress relievers that can help you face the challenge.

Once you’re in a calmer space, you can take practical steps to shine in your next quarterly review. I spoke via email with Annie Rosencrans, director of people and culture at HiBob— an HR platform that supports communication, inclusion and ownership — on how to prepare for and navigate an upcoming performance review. She shared tips on how to navigate these challenging reviews and put your best foot forward.

Tip 1: Present your business impact

Rosencrans told me that performance reviews are a good time for junior employees to recap all their successes to a manager. She recommends taking the time to carefully complete the self-assessment as soon as you receive it, highlighting tangible examples of your impact along with qualitative details about why you’re an asset to the team.

“For example, if you’re in sales and you beat your goal by 15 percent, the performance review is a good time to discuss that,” says Rosencrans. “If you’re in a customer service position and have a strong retention rate, use your self-assessment to say so, along with details about how and why you think you’re particularly successful.”

But even if you don’t have anything measurable for your role specifically, she insists there’s still one way junior employees can demonstrate their impact on the business, including “mentioning initiatives you’ve been involved in, discussing workgroups you’ve been on -you joined. to improve company culture (if relevant) or other examples that relate specifically to your role.”

Tip 2: Approach mistakes or pitfalls in a productive way

Rosencrans suggests during the performance review to talk about your strengths as well as areas for improvement and how you want to grow. “This is key to demonstrating self-awareness and showing that you’re committed to learning, growing and being part of the company for the long term,” she explains.

Rosencrans believes that managers honor and respect transparency, advising that if you’ve made a mistake, own up to it and don’t cross your fingers and hope they’ve forgotten. “You can proactively bring up what happened and explain what you learned from it and how you would approach the situation differently in the future,” she says. “This shows that you are thinking strategically and looking ahead.”

Tip 3: Maintain year-round communication with your manager

You shouldn’t just talk to your manager about performance during an annual review, but rather set up one-on-one time frequently, according to Rosencrans. “I have meetings with my team every week for at least an hour, which gives us time to focus not only on the important tasks at hand, but also on how the team members are feeling, so that to be able to connect on a deeper level”, she. say.

She cites open communication at HiBob as it helped keep a team engaged, explaining that’s why they offer feedback tools on their platform that can help other managers and leaders give employees the support they need. “It also helps map performance so people can see how they’ve been rated over time and track improvements for hard-working employees throughout their careers with the organization,” she adds.

If you’re in a situation where your manager doesn’t have regular touch bases or one-on-ones set up with you, Rosencrans advocates asking for it. “When you have these conversations, use them both to build connections and to ask questions about your own performance, to keep the feedback loop open and honest, so you’re not just learning about areas you’d like to grow in once a year. “, she emphasizes.

Tip 4: Be cautious if you have a critical review

“Be patient if you have a critical performance review and try not to have a sudden defensive response,” suggests Rosencrans. “Thank your manager for the feedback, ask for clarification on anything you find confusing, and re-read the review.” When you’re in a calmer space, she advises requesting a follow-up call to discuss details or explain your perspective if there’s anything you feel isn’t a fair representation of your performance. “Two-way communication is always an option, so make sure you’re not focusing on hurt feelings, but rather on how you can turn those insights into action,” she concludes.