Are you of the opinion that annual performance reviews are a waste of time? You aren’t alone. Many workers believe annual reviews are a “go through the motions” process that has little impact or reward for them on the other side.

But it doesn’t need to be that way. Annual performance reviews are a perfect chance to demonstrate your value and help advance your career. To get the most out of your performance review, consider these suggestions.

• Know how the process works.
  Whether you are new to the organization or a company veteran, now is the time to be proactive! Find out the details about how your company approaches the review process. Ask to see the form(s) that are used so that you have a clear idea of what metrics or measurable items are being used to gauge your performance.
• Help your boss help you. 
  Annual performance reviews are another addition to your supervisor’s ‘To Do’ list, and most don’t think about it until that time of year rolls around. Since they may not have kept detailed notes on your accomplishments throughout the year, you can jog their memory by creating a list or filling out a review form yourself ahead of time. Some items you should address in advance of your review include:
  • Highlights of your performance throughout the year, focusing on above-and-beyond contributions.
  • Your own assessment of your performance, including strengths and weaknesses.
  • Honest feedback for your boss, presented diplomatically and in terms of helping you do a better job for them.
  • Proposed goals and objectives for the coming year.
  • Additional training or skills needed to help accomplish those objectives.
  
  
• Distinguish yourself. 
  Just because you did your job, and did it well over the course of a year, doesn’t make a compelling case for a raise or promotion. Budgets are typically limited and a big increase for you means a smaller raise for someone else. Larger salary increases or promotions are normally reserved for performance above-and-beyond usual job duties. When identifying your accomplishments, make sure they focus on ways you differentiated yourself from coworkers or took on additional responsibilities or particularly challenging projects beyond the scope of your job description.
  
• Start the process early.
  Although most managers wait until the last minute to actually write your review, they may have been required to submit salary recommendations well before then. It is a good idea to communicate your contributions throughout the year, rather than waiting until a week before reviews are due.

The old saying “you get out what you put in” holds true for annual performance reviews. If you don’t actively communicate with your manager throughout the year, and provide tools to help them recall your contributions, don’t expect them to remember it all at review time!