Employee performance review: tips for employees

The often hectic working day leaves little time and space to reflect on your own performance and work situation. The performance review offers a valuable opportunity to pause and question both your performance and your goals. In this article, we explain how an appraisal interview works and give you specific tips on how you can best prepare for it.

What can you expect in an appraisal interview?

An appraisal interview is a structured discussion between you and your manager aimed at reflecting on and promoting your performance and development. Different topics can be addressed depending on the objective and the occasion.

Possible topics in the performance review:

• Target achievement: have you achieved the agreed targets?
• Feedback: How is your performance perceived by your manager?
• Target agreement: What new targets have you set yourself for the future?
• Development opportunities: Is there potential for your further development or training needs?

Why you should see the performance review as an opportunity

The performance review is a useful career tool that is often underestimated. It not only offers the opportunity to receive feedback on your own performance, but also a valuable opportunity to actively shape your own professional development. This is because you can agree targets that will help you progress in your career and express your desire for further development.

Goals of an performance review:

• Exchange of impressions and expectations: What do both sides expect from each other?
• Feedback: How are your behavior and performance perceived?
• Agreement on objectives: Setting objectives that are in line with the company's strategic objectives.
• Measures for improvement: What deficits are there and how can these be eliminated?
• Development opportunities: What opportunities are there for your professional development within the company?
• Feedback to the manager: How is management behavior perceived?

Procedure of an performance review

A typical performance review can be divided into 4 phases. If you know the procedure in advance, you will be more confident and better prepared for the interview.

Greeting and introduction

The introduction sets the scene for the entire conversation and is crucial for a conducive atmosphere. Take the opportunity to help create an open and constructive atmosphere. Greet your manager in a friendly manner and show that you take the conversation seriously. A good conversation thrives on clarity: if the process is unclear to you, calmly ask for a brief explanation. In this way, you create security for yourself and a relaxed basis for discussion.

Conversation and discussion

The main part of the conversation should not be one-sided. Actively bring in the topics you have prepared - for example on collaboration, challenges or personal development. Take the opportunity to give feedback: What is going well? Where is there a problem? What expectations do you have of your manager?

Goals and measures

The aim of the meeting is always to improve cooperation and increase your motivation and well-being as an employee in the company. All measures required to achieve this should be recorded. For example, set clear goals for the implementation of further training measures. Make concrete suggestions, such as attending a conference or seminar. If certain things cannot be clarified immediately, set another date together to look for a solution.

Follow-ups

To ensure that the meeting is effective, it is worth following up well. If your manager does not prepare a summary, you can make a short note yourself to record the most important points and agreements. This will help you keep an overview and provide you with a basis for the next meeting. Also include clear deadlines for the implementation of the agreed objectives and measures in the documents and ask for a follow-up meeting if necessary.

Tips for good preparation and a confident appearance

1. Clarify goals and expectations

Think in advance about what you want to achieve in the interview and which topics are particularly important to you. These could be ideas for further development opportunities in the company, personal challenges or goals. A clear plan will help you to conduct the interview in a targeted manner. For example, if you would like to take on a new project, you could proactively ask your manager about the necessary resources or support during the interview.

2. Reflect on your own performance

Before the interview, you should reflect on your performance and be able to demonstrate this using specific examples. If available, you should also compare your achievements with the targets set in your last performance review. Think about what your successes and failures were in the past year. For example, if you managed a major project this year, consider whether you achieved the project objectives within the set timeframe and budget. Be prepared to explain the specific results and back them up with facts and figures.

3. Think through development opportunities

Think about measures such as training or courses that you consider important for your further development. To do this, think about what your career goals are and how you can ask for support from your manager. For example, if you have noticed that your presentation skills still have room for improvement, you could ask your manager for a training offer. You could also consider whether there are projects or additional areas of responsibility that could help you to further develop your presentation skills.

Avoid these mistakes during your performance review

• Going into the interview unprepared: Without thorough preparation, you could lose sight of important topics and goals during the interview.
• Defensive attitude: Be open to feedback and don't take constructive criticism personally. A defensive attitude blocks dialog and prevents progress.
• Don't let them finish: Give your conversation partner enough time to express themselves. Do not interrupt, but listen actively to avoid misunderstandings.
• Do not make eye contact: A lack of eye contact can signal disinterest or uncertainty. Make appropriate eye contact to show that you are attentive and appreciate the conversation.
• Unrealistic expectations: Set realistic goals for yourself. Unrealistic expectations often lead to disappointment and frustration, both on your part and on the part of the manager.