Why Your Performance Review Should be a Two-Way Conversation

Performance reviews often take us back to school days where we’re nervously twiddling our thumbs at parent-teacher interviews and building knots in our stomach as we wait in anxious anticipation for our performance feedback. Does this sound familiar? Despite these accustomed and normalised notions of nerves and apprehension, performance reviews are really a two-way conversation between you and your reviewer, whether they be your manager or director. It’s an opportunity rather than a chore and should be treated as an occasion to open up to your manager about where you think you’re doing well, where you can improve, and to discuss tangible steps to help you achieve your own goals and contribute to wider company goals.

When preparing for your review, it’s a good idea to proactively prepare questions or points you want to raise with your reviewer. Do some self-reflection and acknowledge the pain points in your job, the elements you really enjoy and want to dive into a bit more, and skills you would like to develop. This proactivity is immediately going to make your conversation easier and will prove your preparation skills to your reviewer. Furthermore, with these points in the back of your mind, you can actively listen to what your reviewer suggests with an end goal in mind.

If you need an extra boost of reassurance, have a chat to your mentor or a colleague you trust. Ask about their experiences, questions they asked at their own reviews (or those they wish they asked) and for advice on how to tackle your nerves. Going in with a calm, reassured mind can help you to engage better in the conversation, and more importantly, remember the conversation clearly so you can actively take steps to improve your performance from then on.

As your review should be approached as a two-way conversation, don’t be afraid to bring up some points to your reviewer about what you think could be improved in the wider scope of the business. Ensure you frame your thoughts correctly and approach it as you would want to receive critical feedback – respectively and productively. Ideas such as shorter team meetings, more efficient technology that could be used – whatever the case may be – communicate it! Whether it’s taken on board or not, your reviewer will respect the fact that you’re thinking outside of the box and will appreciate your thoughts and ideas to improve the business.

It’s important to remember that nobody in your business wants you to fail. On the contrary, being a team means helping each other to be the best they can be, which is why performance reviews are so important and beneficial. They provide your team leads an insight into you and your position and how you feel, gauge how they can help you to reach your next professional goals and guide you to be your very best professional self.

For more advice, contact our team of excellent recruitment consultants today on: 03 9094 0900