A performance review shouldn’t consist solely on your employer speaking to you about, well… your performance. It’s also an opportunity for you to bring up any concerns or queries you may have about your current role and the company in general.
However, sometimes it’s hard to think on the spot about all the things you want to ask, which is why we’ve made a list of important things to bring up to ensure your performance review runs as smoothly as possible.
Highlight what you’ve done so far that year
Whether you’re having a 3 month, 6 month or 12 month review, it’s important that you start off with a look back at what you have done in your job role so far. Which projects did you enjoy working on? Describe something you struggled with and how you coped with it. What do you feel you learnt during these times?
These are all really important things to bring up because it will show your manager that you are efficient and that you are focused on how you’d like to move forward.
Talk about your goals
It’s crucial you remember that you are a part of a team and that any issues you have should be dealt with fairly. You are growing and developing as a colleague so you are going to want to know what your goals are for the future.
Employers love to hear their employees expressing a desire to move up in the company or try their hand at something new, as it shows determination, motivation and productivity. It’s also a good way to establish a structural starting point of which you can then work your way up from.
Discuss your happiness
The way you feel in your day-to-day role is just as important as your ability to perform the job, so don’t hesitate to discuss your happiness at work with your manager during the performance review.
If you are unhappy you can talk to your manager in a safe environment about how this can be changed and see if there is anything your manager can do to help you. Your personal life might also be impacting your happiness at work so don’t be afraid to talk to your manager about that too (if you wish to, of course).
How you feel your boss acts towards you
More often than not your manager will ask you whether they could do something different or if you are happy with their performance as a manager. After all, your manager will discuss your skills and offer you advice on how you could improve at work so it’s only fair that you do the same for them.
As your performance review is an environment where constructive criticism is welcome, you should have no trouble being proactive with your manager and talking rationally and maturely about your working relationship.
Things you want to learn
This is fairly similar to your goals but speaking openly about which skills you wish to learn within the company clearly indicates to your boss the direction in which you wish go.
This could be shadowing another colleague from a different department to see what they do in their day-to-day role or you could even request to do a course in something industry-based to broaden your skillset.
The future of the company
While no one can really predict the future of a company, it’s worth asking where the company is heading so you have an idea of how you will fit into the team in the future. Your manager may know something that could benefit you such as whether or not the workload is likely to change soon or if a potential new client is due to start so that you have a heads up and can prepare for such events.
You will want to grow professionally so talking about your long-term vision for yourself as a team member is vital when it comes to talking about the future of the company.
Ask for feedback
Again, your performance review is just as much about your position in the company as it is about how your manager views you as a colleague so don’t forget to ask for feedback. Ask your manager what they think you excel in as well as what areas you could improve on to give you an idea of your potential.
Find out how you can be a better version of your current self so you can reach both your professional and personal goals.
Performance reviews are vital in the workplace and can really help you and your manager discuss how you will progress in the future. Don’t be afraid to ask questions because knowing where you stand and how you’ve done so far in your role is crucial for moving forwards.
If you can think of anything else you think might be worth bringing up in a performance review, why not tweet us at @timerecruitment