Casey Mazzotti

February 07, 2021

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The summer often marks the mid-year review season; a time when companies begin the process of performance reviews. These evaluations provide a way for employees to get feedback on their contribution, discuss goals, and understand opportunities for growth with their managers.

As you may or may not know, it is critical to prepare for mid-year reviews. Similar to our previous advice on getting your career on track and tips on kick-starting your career, you need a plan and strategy for these evaluations. They can impact bonuses, promotions, compensation, and potential layoffs. This is your chance to analyze your strengths, areas for improvement, and future aspirations.

Here are four tips to help you navigate your mid-year review.

1. Come With Your Own Performance Review

Before you go into your evaluation, set aside some time and evaluate yourself. Assess your wins, losses, overall contribution, and goals. Be honest with yourself. Be ready to discuss examples of the value you brought to the company.

Self-evaluation also gets you ready for the discussion; it makes you aware of your own performance. Sharing the progress you made with your manager could be useful in that it can open up dialogue, while also getting your manager involved in helping you meet your goals and your professional development.

2. Know Your Strengths And Your Weaknesses

If you faltered in certain areas, be prepared to discuss them. Know why you fell short of expectations, and what you have done or plan to do to address them. In doing so, you are showing your self-awareness and your ability to engage in a dialogue about criticisms.

It also signals that you are taking your performance seriously - giving you a chance to craft your messaging can help you better finesse the difficult topics. You may also want to discuss what help you may need from your manager to support your ongoing success and development.

3. Prepare Questions

Take advantage of the conversation and ask for feedback. Create an open line of communication by asking questions like "How else do you think I can add value to the company?" or "What do you want me to replicate that I have done before?" Being engaging demonstrates your commitment to growth and a successful year.

Asking for feedback clarifies your manager's outlook. Expectations constantly change, but it should provide you with a framework of what to work towards. It also helps you plan for any potential shortcomings, and it could position you for future opportunities at the company.

4. Prepare Your Ask

If you're using your mid-year review as a platform for a salary negotiation, promotion, or opportunity to expand your skills and responsibilities, this is a great opportunity to do that. However, be sure to read the room and pick up on your manager's cues in case you have to adjust what you want to discuss.

Practicing and preparing for the discussion will better set you up for success. It can also help you maintain your professionalism, even if the review isn't going how you'd hoped. Anticipating the course of the conversation helps you guide the discussion and have more control - which could bring you closer to your goals. If your objective is to get a raise, you should read our article on negotiating salaries to better prepare!

Final Thoughts

By using these four tips, you can better position yourself for career success and build a more valuable relationship with your manager. Being proactive and taking initiative could empower you to have greater influence over your professional destiny and future progress.

The Azara Group (TAG) is a consulting firm that promotes the development of leaders in an increasingly competitive and diverse marketplace - providing strategy consulting services and leadership training services to advance professional and life success. TAG leverages expertise in career strategy, diversity, negotiation skills, and business acumen to provide strategic advice and consulting services to help people and organizations get what they want, achieve their goals, and advance their business and career objectives. TAG also helps companies better attract, retain, and promote diverse talent, and develop robust diversity platforms and strategies to create a more inclusive workplace.

The Azara Group welcomes your direct comments and feedback. We do not post comments to our site at this time, but we value hearing from our readers. We invite you to share your thoughts with us. You can contact us directly.

Opinions expressed by the author are not necessarily those of WITI.

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