How to Prepare for a Performance Review (and Actually Get Results)
Performance review season tends to bring out two extremes: over-preparing to the point of anxiety… or avoiding it altogether and hoping for the best.
Neither approach works.
A performance review isn’t just a box to check or a meeting to “get through.” When you prepare intentionally, it becomes one of the few structured opportunities you have to influence how you’re perceived, what you work on next, and what kind of support or growth you receive.
This guide walks you through how to prepare for a performance review, what to say, and how to actually get something useful out of the conversation.
What a Performance Review Is (and Isn’t)
Before you prepare, it helps to reset expectations.
A performance review is:
A conversation about impact, not just effort
A moment to reflect and align, not defend yourself
An opportunity to advocate for your work, growth, and needs
A performance review is not:
A surprise attack
A judgment of your worth
The only time feedback should ever happen
If your review is the first time you’re hearing major concerns, that’s a management or systems issue, not a personal failure.
Step 1: Document Your Wins Before the Performance Review
One of the biggest performance review mistakes employees make is walking in underprepared.
Before your review, write down:
Projects you led or meaningfully contributed to
Problems you solved or prevented
Ways you saved time, reduced friction, or improved outcomes
Positive feedback you’ve received (emails, messages, Slack notes all count)
If this feels uncomfortable or “braggy,” that’s a mindset issue - not a professionalism issue. Your manager isn’t tracking every detail of your work. If you don’t document and share your impact, you’re leaving it up to memory, mood, and bias.
Step 2: Translate Your Work Into Business Impact
Listing tasks isn’t enough in a performance review. You need to connect what you did to why it mattered.
Instead of:
“I supported multiple stakeholders.”
Try:
“I supported X stakeholders, which reduced delays and helped the team hit Y deadline.”
Instead of:
“I handled a lot of issues.”
Try:
“I identified recurring issues and addressed them proactively, which reduced escalations.”
This step is especially important for roles that involve emotional labor, coordination, relationship management, or behind-the-scenes problem solving — work that often goes unseen unless you clearly name it.
Step 3: Reflect Honestly on Performance Gaps
Strong performance reviews aren’t about pretending everything went perfectly.
Before your review, reflect on:
Where you struggled or felt stuck
What stretched you in a healthy way - and what stretched you too far
What clarity, resources, or support would have helped
This isn’t self-criticism. It’s self-awareness. Managers tend to trust employees who can reflect honestly without spiraling, blaming, or shutting down.
Step 4: Get Clear on What You Want Next in Your Role
Many people freeze during performance reviews because they haven’t thought about what they actually want.
Before the meeting, ask yourself:
Do I want growth, stability, flexibility, or change?
Am I interested in a promotion, new responsibilities, or a different path?
You don’t need a five-year career plan - but you do need direction.
If you want growth, be specific:
What kind of growth?
Through which responsibilities or projects?
With what support or training?
Even if you’re unsure you want to stay long-term, a performance review is still a valuable chance to gather information rather than passively nod along.
Step 5: Treat the Performance Review as a Conversation, Not a Verdict
Performance reviews shouldn’t be one-sided.
You’re allowed to ask thoughtful questions like:
“How do you see my role evolving this year?”
“What does strong performance look like at the next level?”
“Where would you like me to focus more going forward?”
You’re also allowed to pause, reflect, and follow up after the meeting if feedback feels unclear or unexpected. Confidence doesn’t mean having every answer - it means engaging intentionally.
Performance Review Tips for Employees
Your performance review is one of the few times you’re explicitly invited to talk about your work. Don’t waste it by shrinking.
What to do:
Prepare examples ahead of time - don’t rely on memory
Speak in outcomes and impact, not just effort
Ask clarifying questions if feedback feels vague
Advocate for what you want next, even if it feels uncomfortable
What not to do:
Don’t apologize for doing your job well
Don’t assume your manager remembers everything you’ve handled
Don’t spiral if feedback isn’t perfect - it rarely is
Don’t leave without clarity on expectations going forward
A “good” performance review without direction isn’t actually helpful. Ask for specifics.
Performance Review Tips for Managers and Leaders
If you manage people, performance reviews aren’t a formality - they’re a responsibility. Your words shape motivation, trust, and retention.
What to do:
Come prepared with specific examples (positive and constructive)
Acknowledge invisible labor and behind-the-scenes work
Share context around decisions and priorities
Be clear about expectations, growth paths, and next steps
What not to do:
Don’t save surprises for the review
Don’t give vague feedback (“be more proactive”) without examples
Don’t rush the conversation or multitask through it
Don’t avoid hard feedback to keep things “comfortable”
A vague performance review doesn’t protect morale - it creates anxiety and disengagement.
When a Performance Review Confirms Something Feels Off
Sometimes a performance review doesn’t go badly - it just confirms what you already suspected.
Maybe:
Your work isn’t truly valued
Expectations remain unclear
Growth opportunities are limited
You’re outgrowing the role or environment
That information matters. A “fine” performance review in the wrong environment is still important data.
Final Thoughts on Preparing for a Performance Review
Preparing for a performance review isn’t about perfection. It’s about clarity, self-advocacy, and agency.
For employees and leaders alike, the best performance reviews aren’t about checking boxes - they’re about honest conversations that move both the work and the person forward.
If you want support preparing for a performance review, navigating feedback, or figuring out what comes next in your career, that’s exactly the work I do. Let’s set up a time to talk!