Browse our jobs and apply for your next role.
The right candidate is just a few clicks away.
PageGroup changes lives for people through creating opportunity to reach potential.
If you have any questions, we’re here to help.
While performance review season can be stressful, it can bring opportunities for growth and career progression. When you enter your performance review session well-prepared with your professional highlights and achievements, it can open doors to new opportunities and move your career forward.
If you are a people manager, your role and work performance extend beyond your own performance evaluation. Prioritise setting your direct reports up for success when conducting their performance reviews. That contributes to your work performance too.
Whether you are an individual contributor or a supervisor, here are some helpful tips to effectively prepare for your bi-annual and annual reviews and the steps to take after your performance review to ensure future success. in your career.
Related: Building your personal brand
Gather evidence of your successes, such as specific projects, numbers, or client feedback. Consider areas where you faced difficulties and what you learned from those experiences. This will give you a clear understanding of your contributions and areas where you can grow.
By looking at past performance review examples, you can highlight how you have addressed feedback and improved. This approach ensures your employee performance review showcases your achievements and progress accurately.
Here is an example of how to do this:
Past employee feedback: "John should focus on improving his conflict resolution skills. While his leadership is strong, addressing team conflicts more proactively would enhance overall team dynamics."
Preparation for this year’s review: "Over the past year, I have focused on improving my conflict resolution skills, as suggested in my last performance review. I completed a conflict resolution training program and implemented proactive strategies within my team. As a result, I successfully mediated several team conflicts, leading to a more cohesive and collaborative team dynamic. This effort has not only strengthened my leadership but also contributed to a more positive work environment."
You can enhance your impact and relevance during this formal assessment by clearly connecting your individual efforts to broader company objectives, positioning you as a key player in organisational success. To ensure you’re well-prepared, take the time to familiarise yourself with the company mission and vision, and the criteria and metrics your company uses for evaluations.
Think about what you want to get out of the review. Prepare questions about your performance, opportunities for growth, and areas where you can improve. This shows that you are proactive and invested in your professional development.
Sample questions for the discussion:
Seeking feedback from colleagues provides diverse perspectives on your strengths and areas for improvement.
This proactive approach enhances your self-awareness and prepares you for constructive feedback during formal reviews with your manager. Pick two to three colleagues you would like to get feedback from.
These should ideally be people you can trust and that you collaborate regularly with. You could send them an email or text them on a work chat (e.g. Microsoft Teams), and depending on your relationship with your colleague, adjust your tone in your text or email accordingly:
“Hey [Colleague’s Name], got a minute? I’m trying to up my game at work and could really use your input. Since we’ve been working together on [project/team], I was hoping you could share your thoughts on how I’m doing.
No need for a formal sit-down – maybe we could grab coffee sometime this week? I’m particularly interested in:
What you think I’m nailingWhere you reckon I could improveAny specific situations that come to mind
Your honest take would mean a lot. Let me know if you’re up for it and when works for you. Thanks!”
“Dear [Colleague’s Name],
I hope this message finds you well. As part of my ongoing professional development, I’m seeking feedback from trusted colleagues. Given our collaborative work on [specific project or timeframe], I would greatly appreciate your insights.
Could you spare 15 minutes next week to discuss:
Areas where you believe I excel
Skills or competencies where you see room for improvement
Any specific examples that support your observations
Your candid feedback will be invaluable in helping me grow professionally. Please let me know if you’re available and which day/time works best for you.
Thank you for considering this request.
Best regards,
[Your Name]”
While preparing for your performance review is not just a task, it's an opportunity to take control of your professional growth. How you conduct yourself during the actual evaluation can significantly impact its outcome and your career trajectory.
You need to approach your reviews with the right mindset, engage productively with your manager, and set the stage for future success.
Whether you're a seasoned professional or facing your first formal evaluation, these guidelines will help you navigate your performance review with confidence and professionalism. Remember, this is a process designed to help you grow and succeed.
Related: How to be more confident at work according to Asia's female leaders
A performance review is an opportunity for growth and alignment. Approach it with a positive, proactive attitude for the best results.
It is time to act on the feedback and plan for the year ahead. Here are some tips on making the most of your performance review feedback and setting yourself up for success.
Take the time to celebrate your achievements, but don’t stop there. Dive into what contributed to your success, identify the actions that propelled you forward, and make concrete plans to continue these practices. Challenge yourself to exceed expectations in the coming year.
Hearing constructive criticism about your performance or behaviour can be challenging. That said, good things can come from a less-than-ideal review. Accept the feedback objectively and review how your actions contributed to your performance.
If you were aiming for a raise or promotion but did not get it, plan what you can do between now and the next review period. Have a chat with your manager, ask for some clear direction on how you can move closer to your goals and devise a performance management plan together.
Don’t be afraid to ask your manager to ask for more details. Good managers will be willing to have further discussions as part of the performance review process.
Conversation starters:
If you are met with resistance, consider discussing your concerns with the HR team to ensure you have the necessary guidance and support.
If you were surprised by anything in the performance review, consider asking for feedback more often throughout the year. Good moments to ask for this feedback include at the launch of a project, after a campaign or series of activities, mid-year, or after major setbacks or negative input from stakeholders.
Related: 10 resume builders and template tools to make your resume stand out
Rarely will any employee at any level get a 5-star review across the board. Even if you have shined from day one, there will always be something to improve. Pursuing professional development through training courses or workshops can enhance your skills and keep you competitive in your field.
Keep a running list of your accomplishments throughout the year as they happen to ensure you have detailed records.
This can include specific results, project completions, or positive feedback from clients or colleagues. Quantify your achievements wherever possible, such as by including metrics or measurable outcomes.
Note any challenges you overcome and the strategies you implement to tackle them. This will demonstrate your problem-solving skills and resilience in navigating obstacles.
Draft preliminary goals for the upcoming year based on your reflections and feedback. These should align with your career aspirations and the company’s objectives.
Use the SMART criteria to set goals that are:
Building rapport with your manager is essential for your professional development. Schedule regular check-ins to discuss your progress, address any concerns, support you may need and receive ongoing feedback. These meetings provide valuable opportunities to ensure you’re on track for success.
Related: How to write a winning resume that will land you a job interview
Securing meaningful mentorship requires a strategic approach. Start by identifying potential mentors within your network, including supervisors, senior colleagues, or industry professionals. Instead of seeking formal mentorship immediately, build relationships through genuine interactions and shared interests.
Offer value in return, such as assisting with projects or sharing relevant insights. Begin with short, focused conversations about specific challenges or goals. As trust builds, gradually increase the depth and frequency of these interactions.
Remember, effective mentorship often evolves organically from mutual respect and shared growth. Be patient, persistent, and open to learning from various sources, as valuable guidance can come from unexpected places.
Join industry groups or company networks to expand your knowledge and opportunities. Engaging in these communities helps you stay updated on industry trends, learn from peers, and discover new career paths. This broader perspective can inform your goals and achievements for future performance reviews.
As you reflect on your performance and career goals, you may realise you've outgrown your current role and feel it is time to explore new challenges. This could be due to a lack of advancement opportunities, feeling underutilised, or wanting to explore a different career path. Use your performance review as a springboard to discuss potential new challenges or roles within your organisation.
Remember, performance reviews are more than just yearly evaluations; they are opportunities for reflection, growth, and future planning. By preparing thoroughly, engaging actively in the process, and following up effectively, you can turn your performance review into a powerful tool for career advancement.
Performance reviews are more than just a yearly evaluation; they are an opportunity for reflection, growth, and future planning. By preparing thoroughly and following up effectively, you can turn your performance review into a powerful tool for career advancement.
Related: How to make a successful career change
Let’s face it – the performance review process can be nerve-wracking. But here’s the thing: they’re golden tickets to supercharging your career. Think about it. Where else do you get dedicated time to spotlight your wins, hash out your goals, and chart your professional course?
By approaching these reviews strategically – from thorough preparation and self-reflection to active engagement and follow-through – you can transform them from mere evaluations into powerful catalysts for your career.
Remember, the impact of a performance review extends far beyond the meeting itself. It’s about continuously improving your skills, aligning your goals with company objectives, and proactively seeking opportunities for growth.
Whether you’re celebrating successes or addressing areas for improvement and career development, each review is a stepping stone towards your long-term career aspirations and job satisfaction.
Use the tips we’ve shared, and you’ll be turning those performance reviews into your personal career launchpad.
Read more:Common interview questionsContracting vs permanent job: Which is better for you?How to be more confident at work according to Asia's female leaders
Are you ready to make your next career move? Get in touch with our recruiting experts now.
Start your job search