Who me? Taking charge of your performance and promotions during year-end reviews

Take control of year-end reviews to leave more time for fun

It’s that time of the year again.  Not just for festive lunches and silly hats- but for year-end reviews and promotions. 

Here are my top 3 tips for navigating this process like the true boss you are.

Tip 1: Own your own story or someone will write it for you.

If you're a manager, you know it's tough to get your team promoted. Help your manager out by thoughtfully answering and sharing these questions:

• What are the key accomplishments I’ve had this year/quarter/cycle?

• What makes me stand out from my peers? (What am I known for in the company?)

• What are the 1-2 lines you could use to pitch my promotion (that’s often all the time your manager will have- and not everyone reads the fine print on the decision committee)

I’d encourage you to think of this as a gift for your manager as opposed to self-promoting. This will cut down on the amount of time they have to take writing your review- which also shows initiative. 

Which leads nicely to my next point….

Tip 2:  Be the squeaky wheel- they often get the grease

*Caveat: Make sure you are a high performer and that is aligned with your manager before you start squeaking too loud*

As a newer manager, I remember being so surprised at the difference in demands across my people.  Some would just put their head down and deliver good work and some would deliver good work and have demands.  I remember one in particular told me they wanted “money and recognition” at one of their reviews.  At first, I was slightly taken aback, but then guess what they got as a high performer?  (Money & Recognition).  It’s easy to help people if they tell you what motivates them. Figure out what matters to you and ask for it – even if it doesn't happen right away, it'll be on your manager's mind.

Tip 3:  Feedback should never be a surprise.  Establish a consistent feedback loop with your manager

Don't let feedback catch you off guard. If you don't have a regular feedback system in plae with your manager, make one. I like the 2x2 method:

1. Team member provides a personal “1up and 1 down” on a project or during a check in

2. Manager then provides a “1 up and 1 down” on the same subject

3. (SWITCH*)

2x2 framework for feedback

*Ideally, this feedback loop can go both up and down the chain of command - but that requires a strong, psychologically safe relationship that is typically driven by a secure manager. If you are a manager, I highly recommend establishing this with your reports. 

I hope you’ll take these simple yet effective tips into the review season so you can spend more time celebrating and less  time stressing about reviews.

✨Coach Sara✨