How To Prepare For Your Dreaded Annual Performance Review With Your Boss

It’s hard to believe that 2023 is already coming to a close. At this time of year, many companies hold an annual review for employees, which some workers have come to dread.

It’s unpleasant to be judged, as your boss points out your failures, and depend on the company’s largess to get a raise, promotion or higher bonus. In a challenging economy accompanied by unpredictable macro global events, it is hard for companies to be generous with their employees, as management is concerned about the uncertainty of how things will play out in the near and long term.

To do well in your annual review, it is essential to prepare early by compiling data, logging your wins and accomplishments, and gathering recommendations from co-workers and senior-level colleagues with whom you collaborated. It is critical to have your pitch prepared, in which you recite why you should receive a raise and other things that you desire, such as pivoting to a remote work style.

Here’s What You Need To Do To Win The Review

Before your annual performance review, you must understand how the process works. If you haven’t been in a yearly review at the company, ask your colleagues what you can expect. Refresh your memory about what was in the job description when you were first hired, and ensure that you nailed all the requirements in your daily activities.

Be prepared, as the power dynamics lean in your boss’ favor. The manager has all the resources of the organization at their disposal. They’ve been collecting data all year long. Start right now if you haven’t started building a dossier of all your wins and accomplishments. To succeed, you must have a strong case, backed up by data, to show that you deserve to keep your job and get a raise, promotion, bonus and equity.

Turn The Tables By Asking Hard-Hitting Questions

Get a jump start with the annual review by putting the supervisor on the defensive. Hit them with a barrage of facts and figures that show you’ve exceeded expectations. Before the boss can grill you, fire off questions about any problems or issues festering at the organization. You don’t want to say this in a derogatory manner. You’re just politely pushing back to show that the company isn’t perfect and has flaws.

While the manager is thrown off-kilter, hit them with questions like, “What did you think of that big win I had, bringing in the [Name of client] account with X amount of revenue coming into the firm?”

You can follow up by asking, “What is the anticipated salary increase and bonus, as I’ve crushed all expectations?” Going on the offense will throw your boss off, and they’ll realize that they can’t steamroll and take advantage of you.

Be Prepared

Have answers ready for when the manager asks about your achievements, production or any metrics they base decisions on. Instead of waiting for them to cite any areas where you may be lacking, interject by sharing some examples of your wins and one weakness that really doesn’t matter in the grand scheme.

In a tough job market, characterized by layoff announcements and companies slow-walking the hiring process with concerns over the future, bosses will likely try to find fault to justify not offering any raises or enhanced compensation.

If this occurs, don’t lose your cool. Stay calm and explain that while the company may be in a difficult financial situation, you’ve excelled at everything that was asked of you. Despite any fiscal problems at the company, you’ve found ways to add value and make significant contributions.

What Your Boss May Ask

Managers will ask about specific accomplishments and contributions made during the review period. This includes projects completed, goals achieved and any notable successes.

Here Are Some Examples Of Questions They May Ask

• Workers may be asked about challenges they faced and how they overcame them.
• Supervisors will inquire about areas for improvement and strategies for addressing them.
• There may be questions about your career aspirations, professional development goals and desired growth areas. This can include discussions about training, skill development and career progression.
• Managers may seek feedback on the quality of interactions and communication between employees and their supervisors. This can help identify opportunities for improvement in team dynamics and collaboration.
• Employees may be asked about their contributions to company goals, alignment with the company’s culture and their impact on creating a positive work environment.
• Discussions about compensation, bonuses and recognition for outstanding performance will be part of the review process. This can include conversations about salary adjustments, bonuses and rewards for exceptional contributions.