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

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 fear. It is important for employers to provide clear expectations, consistent feedback and opportunities for open communication. And it’s important for employees to feel confident and productive about addressing mistakes and showcasing 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 have previously written for Forbes.com about a number of stress-busters that can help you meet the challenge.

Once you’re in a calmer headspace, you can take practical steps to excel in your next quarterly review. I spoke via email with Annie Rosencrans, head of people and culture at Hi Bob—an HR platform that supports communication, inclusion and belonging — on how to prepare for and navigate a looming performance review. She shared with me tips on how to navigate these challenging reviews and put your best foot forward.

Tip 1: Show your impact on the business

Rosencrans told me that performance reviews are a good opportunity for junior employees to summarize all of their accomplishments for a manager. She recommends setting aside time to thoughtfully complete the self-assessment as soon as you receive it, highlighting concrete 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’ve exceeded your goal by 15%, your performance review is a good time to discuss this,” says Rosencrans. “If you’re in a customer service position and you have a strong retention rate, use your self-assessment to bring it up along with details about how and why you think you’re particularly successful.”

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

Tip 2: Address mistakes or pitfalls in a productive way

Rosencrans suggests that during your performance review, you talk about your strengths as well as your areas of improvement and how you want to grow. “This is critical to demonstrate self-awareness and show that you are committed to learning, developing and being part of the company for the long term,” she explains.

Rosencrans believes that managers honor and respect transparency and advises that if you’ve made a mistake, own up to it and don’t just cross your fingers and hope they forget. “You can proactively address 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 think strategically and look ahead.”

Tip 3: Maintain year-round communication with your manager

You shouldn’t just talk to your boss about performance during an annual review, but rather set up one-on-one time on a frequent basis, according to Rosencrans. “I have meetings with my team every week for at least an hour, which gives us time to touch not only on the important tasks, but also on how the team members are doing so we can connect on a deeper level,” she says.

She cites the open communication at Hi Bob like they’ve helped maintain an engaged team and explains that’s why they provide feedback tools on their platform that can help other managers and leaders give their employees the support they need. “It also helps with performance mapping so people can see how they’ve been rated over time and track improvements for hard-working employees throughout their tenure with the organization,” she adds.

If you’re in a situation where your boss doesn’t have regular touch bases or one-on-one time set up with you, Rosencrans advocates asking for it. “When you have these conversations, use them both to build connections but also to ask questions about your own performance to keep the feedback loop open and honest so that you’re not just learning about areas they want you to grow in once per year,” she points out.

Tip 4: Be careful if you have a critical review

“Be patient if you have a critical performance review and try not to have a knee-jerk defensive response,” Rosencrans suggests. “Thank your manager for the feedback, ask for clarification on anything that feels confusing to you, and review the assessment.” When you’re in a calmer space, she advises asking for a follow-up call to discuss the details or to explain your perspective if there’s something you don’t think is 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.