Performance Reviews
A performance review is easier to navigate when you arrive with your own record of what happened, what changed, and what you contributed.
Build your own record before review season
Keep a simple running list of completed projects, measurable results, positive feedback, new responsibilities, difficult problems solved, and work that went beyond the original scope of your role.
Compare the review with the actual expectations
Look at your job description, stated goals, previous review, written feedback, and any targets set during the year. If expectations changed, note when and how they changed.
Ask for specific examples
Broad feedback such as needing more leadership, visibility, ownership, or strategic thinking is hard to act on without examples. Ask what behavior or result would demonstrate improvement.
Separate performance from promotion
A strong review does not automatically mean a raise or promotion. Ask directly what criteria, timing, budget, headcount, or level requirements affect the next step.
Document the outcome
After the review, keep the written evaluation and summarize important goals, commitments, timelines, or disagreements. That creates a clearer starting point for the next conversation.