3 tips for a successful performance review

Performance reviews are often dreaded by employees, yet they offer a great opportunity to discuss issues that haven't been addressed throughout the year. How can you adopt the right mindset and make it a valuable exchange with your manager?

The performance review season is approaching. Behind what some may perceive as a “formality” or a trial for others, it should be seen as a formal meeting between the manager and their employee. The goal is to review the past 12 months and prepare for the following year, agreeing on objectives, resources, and methods.

As with many things, preparation is key. And the quality of the interview will depend on your state of mind. So how can you turn this trial that some consider a test of strength into a valuable meeting with your boss?

Be confident in the usefulness and outcome of the interview
Avoid going to the meeting resigned, wondering what the point is, change your mindset and banish your fears. Do you have doubts about your own performance? The performance review is an opportunity to clarify uncertainties: is it an image problem, a performance problem, or a communication problem?

You are not at war
If you go to war, it's dangerous if you don't know the enemy's strengths. Telling yourself that you are not meeting expectations, perhaps due to a lack of real support, will inspire a feeling of injustice, not conducive to a good discussion.

Abandon any sense of entitlement
And prefer an open attitude to analysis. Do you not feel comfortable? It would be poorly received to demand anything. However, dare to raise the issue while remaining solution-oriented with objective measures. “I am satisfied with my progress in this area. But I would like to understand how we got to this point in another area and how to get out of it. What do you advise me to do to improve in this area...?”