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Effectively Receiving an Annual Performance Review

This time of year, annual performance reviews are on the minds of many people in corporate settings, including a number of my clients. Performance reviews can feel like one of those moments in the workplace that’s either dreaded or eagerly anticipated, depending on your perspective. Whether you’re someone who looks forward to feedback or someone who feels a bit more anxious about the whole thing, the reality is that receiving a performance review is a crucial part of professional growth and has become a fixture in the corporate workplace as a way to sum up an employee’s contributions for the year. Done right, this part of the overall performance management system of a company can be a valuable opportunity for reflection, goal-setting, and a deeper understanding of your strengths and areas for improvement.

So, how can you receive your annual performance review effectively? Here are a few strategies to help you navigate the process with confidence and make the most of the feedback, no matter what direction it takes.

1. Invest Time in Your Self-assessment.

Most modern annual performance review processes have the receiving employee create and input a self-assessment as part of the overall performance assessment. Having worked at length for three different global management consulting firms, all of which view professional development as a core capability and requirement of the firm, I can tell you that the value of self-assessment is directly correlated to the trust you have in the overall efficacy and fairness of the evaluation process. If you don’t have strong trust (see my earlier Substack on the definition and pathways to trust here) in the integrity of the process at an institutional and supervisory level, you are unlikely to fully invest in an insightful, open, and honest self-assessment. Instead, you are more likely to write a self-assessment that is written mainly to position yourself in the most politically expedient way (at least what you think is advantageous to you). I have also worked with clients whose internal saboteurs are hyperactive in the self-assessment writing process, with the Judge, the Stickler, the Hypervigilant, and the Avoider being the most common. Learning to write fairly and objectively about what you achieved during the year and where you either didn’t achieve your objectives or have room to grow is a vital professional skill. My main counsel here? Whether you trust the process or not, the self-assessment is where you can be the person you want to be. Choose honesty, objectivity, and self-awareness if that is who you want to be, and accept the positive and potential negative consequences of that. If you are striving to be part of an organization that cannot handle your self-assessment but instead uses it against you, you might not be working for the right organization.

2. Shift Your Mindset: View It as a Tool for Growth, Not a Judgment

It’s important to reframe your thinking around performance reviews. If you approach it as a “judgment day,” you might find yourself defensive, stressed, or overly emotional. Instead, try viewing the review as a tool for your professional development. Think of it as an opportunity to learn where you’re excelling and where you can improve. It can be a great opportunity to connect more deeply with your supervisor and to demonstrate your maturity, self-control, and integrity. It is not an evaluation of you and your identity, only the work you performed in your corporate role for the past 12 months.

Understanding that feedback, whether positive or constructive, is meant to help you grow rather than criticize you will make the process far less intimidating. When you see performance reviews as an ongoing conversation about your career trajectory, you’re more likely to approach the discussion with a sense of curiosity and openness. If your supervisor isn’t great at giving feedback (I will likely write a separate Substack on giving effective performance feedback, since many of my clients also stress about that), be gracious and help them through your actions and attitude.

2. Prepare Yourself in Advance, Intellectually, Emotionally, and Physically

Preparation is key to receiving feedback with a clear mind and without surprise. Before your review meeting, take some time to reflect on the past year.

Whether or not your company requires or suggests a self-assessment, complete one. Think about the following:

o What were your biggest accomplishments? Consider projects you led, goals you met, or ways you exceeded expectations. Be ready to share examples of your achievements.

o Where could you have done better? Self-reflection is crucial. Think about areas where you could improve, and don’t shy away from acknowledging them. Identifying areas for growth ahead of time can help you receive constructive feedback with a mindset focused on improvement.

o What feedback have you already received throughout the year? Performance reviews are often a culmination of feedback you’ve already received in smaller doses. Reflect on the informal comments your supervisor(s) has/have shared throughout the year so you’re not blindsided by anything.

• What are your career goals? Think about how your role fits into your long-term career path. Is this the type of work you want to keep doing? Are there opportunities for growth in other areas of the business? Being clear on your goals can help guide the conversation in a productive direction. This is a chance proactively manage your career progress; whether or not the company is fully receptive to your desired pathway, it’s good practice to make efforts to shape your career path.

By reflecting on these points, you’ll enter the review with confidence and a clear sense of what you want to discuss.

3. Stay Open to Feedback (Both Positive and Constructive)

When it’s time for your review, your supervisor will likely share both positive feedback and areas for improvement. It’s important to approach both with an open mind.

Positive Feedback:

Take a moment to absorb and appreciate the positive feedback. It's easy to brush off compliments, but recognizing your strengths can help boost your confidence and motivation. For those who are dealing with a Hyperachiever Saboteur, name it and own it before you are in the review itself. This helps neutralize the impact of that saboteur and makes it more likely that you can acknowledge your successes and use them as a foundation to build upon in the future. Full appreciation for your accomplishments during the year can also provide fuel for investing in areas of performance improvement.

Constructive Feedback:

When it comes to constructive feedback, it's natural to feel a bit defensive. But try to resist the urge to interrupt or become overly reactive. It’s not uncommon for feedback to feel uncomfortable, especially if it touches on areas where you’re still growing. The key is to stay calm and focused on what you can learn from the feedback.

Think about what saboteurs will be most active in a situation like this – the Stickler may want to parse every word in constructive feedback to look for factual inaccuracies, logical inconsistencies, or what you may consider a lack of sufficient supporting evidence to support an improvement suggestion. If you don’t agree with the feedback, don’t immediately disagree or argue; ask for specific examples to better understand your supervisor’s perspective. This shows that you’re open to learning and willing to engage in a productive conversation. The Hyperrational saboteur may be ready to pounce on anything that speaks to your emotional engagement with your teams – remember that the Hyperrational justifies itself by telling you that the rational mind is the most important thing and that it should be protected from the wasteful intrusion of people’s messy emotions and needs so it can get its work done. Or if you have a strong Victim saboteur, it may jump on constructive feedback as unjustified and unhelpful criticism and will tend to withdraw, pout, and sulk. Knowing your own most active saboteurs and anticipating their reactions to the annual review will help you get the most out of the process without shutting down.

4. Don’t Be Afraid to Ask Questions

Performance reviews should be a two-way conversation. If there’s something you don’t understand or need more clarity on, don’t hesitate to ask questions. For example:

• If your supervisor mentions an area for improvement, ask for examples of how you can improve in that area.

• If you’re not sure about how your performance is being evaluated, ask for more details on the criteria.

• If there’s a disconnect between your perception of your work and how your supervisor views it, ask for suggestions on how to align more closely with expectations.

Asking questions demonstrates that you’re engaged in the process and genuinely interested in your own professional development. It also allows you to clarify any uncertainties or miscommunications that may arise.

However, a caveat. You should be conscious of why you are asking the specific questions you ask. Is it to truly better understand some aspect of the evaluation, or is it an emotional pushback response to some part of you that is emotionally wounded by the feedback? Knowing the difference and modulating your questions can make the difference between constructive questioning and an irritated (and irritating) debate with your supervisor.

5. Focus on Development, Not Just Evaluation

Remember, the performance review isn’t just about evaluating your past performance; it’s also about setting goals for the future. After hearing feedback, take the opportunity to discuss how you can continue to improve. Think about your development plan moving forward.

• Set concrete goals: Based on the feedback, work with your supervisor to set clear, measurable goals for the coming year. These goals should align with both your personal career aspirations and the company’s objectives.

• Request support: If there are areas you need help with, be proactive about asking for resources, training, or mentorship. Show that you’re willing to take responsibility for your own growth.

• Request regular check-ins: If you feel that certain areas need ongoing attention, ask for regular feedback sessions throughout the year rather than waiting until the next annual review. This shows that you're committed to continuous improvement.

6. Take Notes and Turn Intention into Action

During the review, take notes on the key points discussed, especially feedback and action items. Afterward, review your notes and create a plan for how you’ll address the feedback and set your goals for the next year.

Follow up with your supervisor to check on your progress, whether it’s through informal check-ins or during the next performance review cycle. Regularly tracking your progress will help you stay on course and demonstrate to your supervisor that you’re actively working on the areas you discussed.

7. Maintain a Positive Attitude

Finally, no matter what feedback you receive, it’s important to maintain a positive, professional attitude. Even if the review highlights areas for improvement, showing that you're willing to listen, learn, and improve will go a long way. Staying positive will also help you build a good rapport with your supervisor and colleagues. If you fundamentally disagree with the review, be clear with yourself about why. Do you have an issue with the process itself or with the fairness of a specific inputter to your review? Decoding where you fundamentally disagree is an important first step in finding a way to process

the information and reconcile it (if possible).

Remember, a performance review is not the end of a journey—it’s a checkpoint on your ongoing path of growth and development. Embrace the feedback, take action, and use it as motivation to continue improving and excelling in your role.

The way you receive and respond to your annual performance review can have a lasting impact on your career. By staying open, preparing ahead of time, anticipating your potential internal saboteurs, asking thoughtful questions, and using feedback to fuel your development, you can turn this experience into a powerful tool for growth. No matter the content of the review, remember that it’s an opportunity to learn, improve, and ultimately move closer to your long-term career goals.

Question: what have been your best (or worst) annual performance review experiences?