Updated: 18 November 2024
The holiday season is just around the corner. But before the festivities can begin, many employees face one last hurdle: performance reviews. Let’s be honest—these year-end appraisals can be anxiety-inducing.
But what if we shifted our mindset? By learning how to manage those nerves, we can make performance reviews a productive part of our professional growth. Here’s how to approach them with confidence and ease.
How to stay calm, cool, and collected
You receive an appraisal meeting invite from your manager, and a wave of worry hits. If this sounds familiar, here are some tips to keep those nerves in check:
Feeling anxious about performance reviews is completely normal. After all, you’re being evaluated by your superiors, often in an environment where there’s a power imbalance and limited transparency.
So, take a deep breath and be kind to yourself—it’s okay to feel nervous.
Performance reviews are less intimidating when you know what to expect. Don’t hesitate to ask your manager about the format and agenda through a brief email. You can also inquire if there’s anything you should prepare in advance.
This can help reduce uncertainty and allow you to focus on what you can control, like preparing questions or doing a self-review.
Performance reviews don’t have to feel like an interrogation. They’re often an opportunity for you and your manager to reflect on your achievements over the year. Constructive feedback, when taken in stride, can be a roadmap for growth.
Remember, performance reviews don’t define your entire worth. You’re more than just your job title or accomplishments.
It’s also important to recognize that review outcomes can be influenced by factors beyond your control, such as company politics, shifting priorities, and even unconscious biases.
Don’t sit back and only listen—turn the review into a two-way dialogue. Share your thoughts and ask questions. Discuss your goals and how they align with your role, strengths, and past successes.
Being open about challenges and areas for growth can help foster a supportive discussion with your manager.
HR and Managers: Creating Constructive Reviews
To ensure a positive review experience:
Updated: 18 November 2024
The holiday season is just around the corner. But before the festivities can begin, many employees face one last hurdle: performance reviews. Let’s be honest—these year-end appraisals can be anxiety-inducing.
But what if we shifted our mindset? By learning how to manage those nerves, we can make performance reviews a productive part of our professional growth. Here’s how to approach them with confidence and ease.
How to stay calm, cool, and collected
You receive an appraisal meeting invite from your manager, and a wave of worry hits. If this sounds familiar, here are some tips to keep those nerves in check:
Feeling anxious about performance reviews is completely normal. After all, you’re being evaluated by your superiors, often in an environment where there’s a power imbalance and limited transparency.
So, take a deep breath and be kind to yourself—it’s okay to feel nervous.
Performance reviews are less intimidating when you know what to expect. Don’t hesitate to ask your manager about the format and agenda through a brief email. You can also inquire if there’s anything you should prepare in advance.
This can help reduce uncertainty and allow you to focus on what you can control, like preparing questions or doing a self-review.
Performance reviews don’t have to feel like an interrogation. They’re often an opportunity for you and your manager to reflect on your achievements over the year. Constructive feedback, when taken in stride, can be a roadmap for growth.
Remember, performance reviews don’t define your entire worth. You’re more than just your job title or accomplishments.
It’s also important to recognize that review outcomes can be influenced by factors beyond your control, such as company politics, shifting priorities, and even unconscious biases.
Don’t sit back and only listen—turn the review into a two-way dialogue. Share your thoughts and ask questions. Discuss your goals and how they align with your role, strengths, and past successes.
Being open about challenges and areas for growth can help foster a supportive discussion with your manager.
HR and Managers: Creating Constructive Reviews
To ensure a positive review experience:
