Preparing annual performance assessment | Sunday Observer

Preparing annual performance assessment

As the calendar year comes to a close, many employees regardless of what level they are at, start thinking about their annual Performance Reviews.

This important meeting can strike fear in the hearts of many an employee, but a year-end evaluation doesn’t have to be an exercise in anxiety. Instead of scrambling to dodge a barrage of criticism, make it a positive experience that inspires you to improve your performance and advance your career.


Refresh your goals, objectives, and assigned tasks and responsibilities, it’s time to take a long, hard look at how you have fared since your last review.

Be honest with yourself as you go through the list to determine whether you have delivered on your promises and attained whatever results your manager had hoped for.

Make out your list of tasks and goals with specifics on how far you have got with them, achievements or accomplishments you have secured, and valid explanations for any shortcomings. You still have several weeks to close any specific gaps that are critical to close before the year ends.

Refresh your memory on what you are measured against. Any performance review situation will be meaningful if you know the criteria by which you will be evaluated.

This is a time to think back on any goals that were set for you, objectives you were assigned, and responsibilities that were put on your plate. List these different items so that you may assess how you have done since your last review.

Crunch some numbers. Simply saying you have done good work is not enough. Talk in terms of the quantifiable, remunerative effects your efforts have had on the company. Have you conducted business that has brought in money? Calculate exactly how your efforts have improved the company’s bottom line.

Your performance review is no time to be shy - chances are your manager won’t take the time to quantify your personal contributions in this manner, so the onus is on you to show what and how you have contributed.


Learn to become your own advocate. Your performance review is an opportunity for you to sing your praises and bring your boss’s attention to all of the things you have delivered on.

If you can track these to your goals, all the better, but don’t be dissuaded from delineating successes that might not have been explicitly laid out for you.

We often do things in our professional lives that go above and beyond our formal job duties, and your performance review is the perfect opportunity to make your manager fully aware of the positive contributions you make to the company.


If you feel that your performance has been overwhelmingly positive, the review is the ideal time to lobby for a raise or start a dialog around your next job.

If you are interested in growing your responsibilities or branching out your duties, you should mention this during your meeting. If you are savvy enough to plant these seeds for your own professional development, then you are already justifying why the company should take notice of you.

Keep in mind that your performance review, whether overwhelmingly positive or somewhat disappointing, is always a great opportunity to assess, understand, learn, adjust and move forward in your career.