Performance reviews are coming up

8 Comments

1. AnonymousOctober 26,2023 at 2:29PM UTC

   The anxiety issues you are dealing with are most likely not based on reality but rather fear.
   So make a list of all your fears related to your review and then add a column next to each fear of events, actions and particular reprimands that have happened to support that fear that might present itself during your review. Each fear should have some tangible examples to warrant it being a real possibility to come up in your review. If a fear is not based on a real reason then it comes off the list of possibilities.

   Get very specific about your fears. Most you'll find are imaginary.

2. AnonymousOctober 26,2023 at 3:55PM UTC

   I hate them. I get so much anxiety when it comes to review time. I hate talking about myself. As part of my ADHD, I have RSD as well as imposter syndrome. I'm a hot mess and would rather walk across hot coals than discuss my performance.

   And I just had non-performance review meetings with my boss and my boss's boss and they think I'm awesome...and yet, I can't get on board with that.

3. SarahOctober 29,2023 at 11:57PM UTC

   I feel this way, too. For me, I can't stand the corporate bs. It's always begging for a meager raise, making up "goals" that make you sound engaged, playing their game. Ugh.

4. Barb HansenOctober 26,2023 at 4:39PM UTC

   To me performance reviews are a mix of taking a test and public speaking, which leads to lots of room for anxiety.

   Here is what I starting doing to feel more prepared which for me helped reduce anxiety.

   -- I look at performance review as MY meeting - it's my opportunity to highlight everything that I do to help my customers, team, division and company.

   -- I create a presentation (or word doc) that includes a list of my wins or the team's wins that I was part of over the year

   --- side note: to prepare for every years performance reviews, I keep a word doc on my desktop and every Friday, I make a short note on success that I had or kudo I received (if any). Then prior to my annual performance review, I have a list of the successes I had over this year. It's so hard to remember our successes so creating a weekly list of performance related items as I go makes my preparation for my annual reviews so much easier and frankly enjoyable.

   -- I also include in that written doc/presentation my goals for the next year which could include a raise, promotion, new types of projects I want to work on, courses I want to take and/or conferences I want to attend.

   -- I use part of MY performance meeting to discuss how my manager can help me with my goals for the following year

   -- I make two copies of this document and leave one with my manager.

   -- over a number of years, you can build up a portfolio of what you did and what you want, and it's a great way keep both you and your manager accountable for the next steps in your skills development plan.

   This achievement document is also a fantastic resource to have when or if you need to move on and update your resume.

   By taking a few minutes every week to write down any successes you had makes its super easy to prepare for your annual performance review, which I know doesn't help you for this year, so this is what I would do in your situation:

   -- I would still view this meeting as MY meeting

   -- I would write a doc/presentation of my successes and a list of what I want to do in the next years.

   -- If I was nervous about speaking about my successes. having a written document means the document can speak for me instead of me having to brag about myself AND I would do a practice run with a family member or friend or myself in the mirror, so I hear the words I want to say instead of just hearing the words inside my head.

   -- if I was nervous, I would tell my manager that at the start of the meeting "I'll excited to have this meeting but I'm feeling a little anxious about this meeting. I find it difficult to talk about myself but I'm working on feeling more comfortable in these types of meetings. Let's get started."

   Good luck, you've got this!

5. Tami CannizzaroOctober 26,2023 at 7:08PM UTC

   I agree! Performance Reviews are an opportunity for the employee to talk about themselves and all they have done for the company, their boss, to support the team, etc. Just like they should not be a surprise for us, our accomplishments should not come as a surprise to our bosses - although many times we assume they know what we've done. So - be prepared with quantifiable results of all that you've accomplished during the past year. Money saved, revenue generated, # of people managed, # of projects managed, completed and success stories, etc. Projects you jumped in to work on that maybe were not your usual work, but you did so anyway to help out. Whatever the case may be. Think in terms of how your work helped your boss and his department succeed. Obviously you may not want to include things that he/she may not see as helping meet their goals. If you spent too much time being nice by helping another department that took time away from your work, for example. Point is, showcase your work and how it helped the boss/department by using quantifiable results.

6. AnonymousOctober 29,2023 at 4:06PM UTC

   In addition to this advice, I would add for you to get in the habit of proactively asking for feedback. I know it can be difficult at first but over time it will become more comfortable and you will be less anxious because you’ve been communicating the whole review cycle about your performance.

7. AnonymousOctober 26,2023 at 5:54PM UTC

   In my most recent employment, I always received an advanced copy of the review. Previous employer always liked to "spring" it on you. I prefer having an advanced copy so I know what to expect, if anything needs to be clarified, it gives you time to digest the information and come up with rebuttals/questions if necessary.

   The surprise reviews are very unfair because it when you do react it is very defensive or can come off that way. I always accused of being defensive with this type of review. I had a supervisor who would hold onto a piece of information for 11 months before bringing it up to you. That was unfair.

   Hopefully you have a copy a head of time or it isn't a surprise.

8. AnonymousOctober 26,2023 at 7:16PM UTC

   You should go in prepared with , this is what I'm doing, this is what I'm learning, this is what I'm doing well and this is where my opportunities are. Not knowing what 'new' is for you, you can go in ready with your personal assessment as well. Don't be nervous, look at it as a growth and development. Don't be offended if you have a 'doing well' and they have it as 'an opportunity' that is a great place to dialogue in.