CNBC.COM
As the end of the year approaches, many workers are steeling themselves for their annual performance review.
Performance reviews can be intimidating, but they can also be valuable opportunities to highlight your work and further your professional goals, according to career coach Sarah Baker Andrus.
Andrus, who is also the founder of coaching business Avarah Careers, says that her number one piece of advice for navigating performance reviews is to come in with a plan.
"People think good work should speak for itself, and it never does," Andrus says. "You have to be your own advocate, and when you are your own advocate, you are more likely to get what you want."
Here's what employees can do during a performance review to start the year strong, according to experts.
Come prepared to share your wins
All employees should keep an ongoing "kudos file" or brag doc to keep track of their major accomplishments throughout the year, Andrus says.
"You should be keeping emails where somebody says, 'Hey, I couldn't have gotten this done without you.' You should be taking notes on your biggest achievements," Andrus says.
If you haven't updated your brag doc this year, it may be worthwhile to go back through your inbox before your performance review, Andrus says.
Even small shoutouts are worth mentioning, according to career coach Ana Goehner.
"Don't minimize a 'thank you' from a colleague or a 'thank you' from a leader for something that you have done, because those also count," she says.
Your manager may not be aware of all the "invisible" work you do, Goehner says, so "it's your responsibility to be your own advocate."
According to Andrus, many workers forget to mention instances where they went "above and beyond," such as taking on a cross-functional project in addition to their typical duties.
"A lot of us do this without recognizing how much time it took and what we learned from it," she says, so it's important to document that work.
Take feedback with grace
Emotional management is key to a successful performance review meeting, Goehner says.
"Take care of yourself mentally, physically and emotionally before you even walk into that room," she says.
Receiving feedback from your boss can be nerve-wracking, Andrus says, so she advises her clients to practice mindfulness techniques like box breathing.
If you're already aware of some weak areas in your performance, it can be helpful for both you and your manager to address it proactively: for example, "I know I said I would do X, Y and Z. Here's what I could have done better, and here's what I'm working on now," Andrus says.
Still, negative feedback "can come out of left field, and you're not prepared for it," Andrus says.
Instead of immediately responding, pause and take a deep breath.
Whether or not you agree with the criticism, Andrus recommends saying something like "Thank you for telling me that. My performance here is really important to me."
"Then you need to follow that up with, 'What would better look like? I want to make sure I understand your expectations, because I really want to do better on this, and I'm committed to this,'" she says.
Responding this way will demonstrate that you're open to feedback and willing to grow, Andrus says.
Know what you want
A performance review isn't just a time for your boss to give you feedback – it's also an opportunity to ask for what you need, Andrus says.
Andrus doesn't recommend bringing up a major raise or promotion during your performance review conversation, but it's a good time to establish your professional goals for the next year, she says.
Consider asking for something like company sponsorship to attend a conference or take a course – it'll show your manager that you're "interested in growing," Andrus says.
You could also ask your manager for help with professional development, such as having more one-on-one meetings in the next year, Goehner says.
"That's a way that you can set yourself up for success, for a promotion, for more visibility," she says.
Overall, it's important to be clear about what you want, Andrus says.
"Managers are not mind readers," she says. "If you want more responsibility, if you want to grow in a specific area, you have to say so."
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