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Lead Yourself Well: Make the Most of Your Performance Review
As we welcome the new year, many of us face a familiar milestone: Performance Reviews. Having experienced them from every angle—leader, employee, and HR partner—I know they’re not universally loved. Yet their implications are far-reaching.
With over 25 years in Corporate America, including three in HR, I’ve seen firsthand how Performance Reviews shape careers. While they typically influence merit increases and bonus payouts, they impact much more: promotions, specialty development programs, succession planning, awards, networking opportunities, social media recognition, title changes, sponsorships, and other talent initiatives. Given this influence, it’s surprising how many people fail to approach Performance Reviews with the intention and strategy needed to drive their growth ambitions. So, as you prepare for yours, consider this: Are you leveraging your Performance Review as a stepping stone toward the future you desire?
Why Fully Engage in Your Performance Review?
Done well, a Performance Review can be transformative. Here are some benefits:
Clarifying Your Goals: It’s a chance to align your aspirations with organizational opportunities—or recognize when it’s time to pivot.
Owning Your Career: Stop letting others steer your path. Use this moment to articulate what you truly want.
Building Credibility: Demonstrating self-awareness and clear communication earns respect and trust.
Integrating Feedback: Thoughtful engagement sets the stage for meaningful development.
Celebrating Progress: Recognizing achievements and connecting them to broader goals fuels motivation and impact.
By fully participating, you lead yourself with intention and create opportunities for growth.
Practical Tips from a Leadership Coach
To maximize your Performance Review, approach it in three stages: prepare, participate, and follow up.
Prepare for Your Review
Reflect on these questions:
What are my personal values, and how do they align with opportunities within my organization or industry?
Where do I need to grow, given my current strengths and gaps?
What insights or skills am I missing that are critical for recognition and advancement?
Which projects energize me, and how can I do more of that work?
What resources or support would allow me to keep learning and perform at a higher level than I’m currently performing?
Participate in Your Review
Engage with curiosity and purpose by asking:
What was your overall experience working with me this year?
What does excellence look like in my role, and how does my performance measure up?
What’s one thing I can do to strengthen my potential for promotion?
How can I better understand and deliver on your expectations between formal reviews?
What resources would you recommend to help me achieve my goals?
Follow Up After Your Review
Turn feedback into action by considering:
What does my review tell me about being the teammate and leader I want and need to be?
Who else can provide valuable perspective on my performance and potential?
Which feedback should I prioritize to move closer to my goals?
How does this feedback support my current role versus future growth?
How do I want next year’s review to go, and what steps this year will make that a reality?
Lead Your Future
Your Performance Review isn’t just a meeting; it’s an opportunity to shape your future. Approach it with clarity, purpose, and a growth mindset. By taking ownership of the process, you’re not just participating in a company ritual—you’re initiating the career and impact you envision. Let this be the year you lead yourself well!
As a leadership coach, I coach growth-minded professionals to lead well, get recognized, and thrive.
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