Preparing for Your Year-End Performance Conversations – Best Strategies and Tips

Many businesses conduct employee reviews as a means of assessing performance and driving development among their team members. These vary in frequency and formality from one company to the next, but the goals and desired outcomes of employee performance reviews remain the same. 

Whether you’re entering into your first performance-related meeting or readying yourself for a check-in, advance preparation is the key to effectively maximising the benefits of your performance conversation.

Performance Conversation Overview

Employee performance conversations are periodic meetings held between employees and their employer or manager as a means of assessing performance, analysing achievements, and facilitating valuable discussions around KPIs and future goal setting.

While annual, year-end meetings are traditionally the norm for performance reviews, you may find that your employer favours more regularly scheduled sessions. This prioritises frequent conversations around performance tied to outcomes, or in real time to address issues as they arise, emphasising the importance of accessible leadership to achieve goals as a team. Owing to this, business owners and managers are having one-on-one conversations with their staff monthly, quarterly, or bi-annualy. In some cases, the most advantageous results can be gained from reviewing performance directly in line with goals or project outcomes. Cadence can also be different, aligned with individual needs. 

The benefits of this practice of regular check-ins can be immeasurable for both you and your employer. Adopting and embracing an innovative approach to performance meetings sets the tone for mutual engagement, and offers more opportunities to explore professional development possibilities. With a progressive, flexible approach to these meetings, you can be actively involved in a two-way conversation that aims to drive your personal and professional success.

The Performance Conversation Cycle

During a performance meeting, you can expect to discuss your role, duties, and projects you have been involved in, as well as assessing and analysing outcomes and opportunities for growth.

If your role includes Key Performance Indicators (KPIs) or other metrics of success, then your review meeting will present an opportunity to discuss and evaluate these. If your performance doesn’t meet expectations, this meeting provides a valuable opportunity to work together, identify the underlying challenges, and create a constructive plan to help you succeed moving forward.

Appraising performance is just one component of periodic reviews at work. These meetings also encourage open discussion of broader career goal conversations, which can then become part of the agenda for review during future meetings. They’re also a great opportunity to check in on your overall well being. 

Preparing for Your Performance Conversation

In preparation for your upcoming performance conversation, it’s essential to set aside time for reflection and planning. These evaluations are designed to foster productivity and provide a valuable opportunity for both you and your employer to assess your achievements, identify growth areas, address issues that are impacting your ability to achieve peak performance in your role, and of course acknowledge positive performance and areas of strength. 

Reflect on your performance

Be proactive in preparing for your review by assessing your own performance. This may relate to specific project delivery or team goals, or to more general aspects of your role. Proactively self-reviewing will allow you to identify wins and celebrate your success while also acknowledging challenges that can be discussed during the meeting.  

Seek tangible feedback from colleagues you’ve worked closely with on projects or tasks, ensuring it’s clearly connected to your objectives and outcomes.

Document success

Tracking your progress is a crucial aspect of preparation. By maintaining a comprehensive record of your achievements, you can speak to these results with precision and authority. Along with recognising your successes, you should also keep track of areas for improvement and be able to communicate these, too. Sharing these results, both in areas of strength as well as where you may need support, also demonstrates your commitment to accountability. Additionally, it enables you to address trends in your performance and identify areas of opportunity for professional development.

Embrace openness

Remember that performance review meetings are a chance to have invaluable discussion that can influence the trajectory of your career, so openness and transparency are essential qualities here. By having real conversations, you can stay agile in your professional development and seek out the resources you need to achieve your goals.

Be confident

In the context of a performance conversation, where typically only you, your manager, and possibly a People and Culture representative are present, it’s essential to advocate for yourself by articulating your value and achievements. Confidence and the ability to speak up for yourself are particularly important when discussing career progression or requesting remuneration adjustments. Being well prepped with tangible examples of achievements will help build this confidence. 

Refer to company-wide goals

When discussing your accomplishments, be sure to highlight how they align with the company’s goals and values. This approach effectively demonstrates to your manager not only your ability to achieve objectives, but also your commitment to advancing the organisation’s interests.

Get curious

Performance reviews provide a valuable opportunity for meaningful conversation about your role. This makes it the ideal time to ask questions and seek actionable feedback.

Take note of any uncertainties you may have or questions that are on your mind, and bring these to your conversation to seek clarification on. Whether your inquiries relate to processes, your role, or the organisation’s future vision, these meetings present you with the perfect opportunity to gain insight and clarity.

Integrate feedback

Being open to professional feedback is crucial for career growth and personal development. When you approach feedback with a growth mindset, viewing it as an opportunity rather than criticism, you unlock valuable insights into your performance and potential areas for improvement. Implementing changes based on constructive feedback demonstrates your adaptability and commitment to your role, which can often lead to improved work quality, stronger professional relationships, and accelerated career advancement.

Set professional development goals

While discussing your performance is an important part of these meetings, they’re also an opportunity to set future goals. This includes your aspirations for career advancement, as well as the potential to expand your role with additional responsibilities or a broader range of tasks. Remember, these are your meetings—led by you to ensure you get what you need from your manager to succeed and grow. Collaborative goal-setting fosters open communication, helping to align expectations and ensure resources are allocated appropriately. By establishing clear, achievable goals, you take an active role in driving your professional development, with the support of those who can help facilitate it.

• To make the most of these meetings:
• Be prepared
• Have clear points and outcomes in mind
• Be tangible in your goals
• Maximise your time with your manager to ensure you’re set up to perform, deliver, and grow in your career. 

Ask Miller Leith

At Miller Leith, we understand the nuances and complexity of the employment landscape. Through our bespoke recruitment, consulting, and career transition services, we assist employers and employees in realising their full potential and becoming engaged in mutually positive partnerships. Contact us to explore the world of employment opportunities available to you.