Demystifying the work performance review

The word ‘evaluation’ often awakens memories from our school days and the dread we felt at the prospect of our performance being taken apart by a stern teacher or headmaster. Most of us thought that we had left those days behind until… we heard that we would be evaluated as adults, too: at work!

Work performance reviews are not an entirely new phenomenon, but they have become a more regular part of corporate culture as companies are intensifying their efforts to establish a clearer communication structure. These reviews are usually held annually, and their aim is threefold:

help employees better understand their strengths and weaknesses, and how their performance aligns with company expectations;
allow employers to identify the highest performers in the company and utilise them accordingly;
promote better engagement overall between managers and their teams.

Performance reviews unofficially consist of three phases. The first one is the ‘introspection’ phase, where you take some time to reflect on your performance, usually via a self-assessment exercise. The second is the ‘action’ phase, where you define actions you have taken and are taking to improve as an employee both with a self-focus and in relation to company goals. The third phase could be called the ‘beyond’ phase; here you clarify your professional goals, short- and long-term, also focusing on how they align with the organisation’s.

The appraisal meeting between you and your manager or team leader can therefore be a great opportunity for you to establish firmer ground in your organisation, useful both in your current role and in your future aspirations.

How can you then make the best of it?

Stay prepared. Don’t rely on the external pressure of an appraisal review coming up to start gathering your thoughts. Throughout the year, carry out regular mini self-assessments and keep notes: list all the projects you took on, how you did, the challenges you faced and how you overcame them; identify your strong areas and where you can still improve; write down measurable goals and what you’re doing to achieve them.

Review your job description. Roles evolve through time, and it is not necessarily a bad thing. However, check your job description regularly to ensure you are performing and completing all tasks it involves. Whether they deviate radically or minimally from what was originally agreed, you should raise it during your appraisal meeting. You and your manager will need to agree to either change the scope of the role or recalibrate expectations, and it might provide an opportunity towards your advancement.

Define how you have applied feedback. Ideally, you should be receiving feedback on a regular basis. The appraisal meeting is your opportunity to showcase how you have taken your manager’s suggestions onboard and how your work has benefitted from your actions.

Finally, remember that performance reviews go both ways. It is not only you who is being evaluated, but the company as well: is it meeting employee expectations, providing the support needed, utilising workforce assets in the best way? During the review meeting, you should feel free to raise relevant concerns. This way, you ensure that you have communicated everything you need to perform your best, which is to everyone’s advantage.

Maximising your work potential is a multifaceted process, and having a strong personal brand is one way to achieve it. Read more about it in our article here.

Read more:

European Job Days

Find EURES Advisers

Living and working conditions in EURES countries

EURES Jobs Database

EURES services for employers

EURES Events Calendar

Upcoming Online Events

EURES on Facebook

EURES on X

EURES on LinkedIn

EURES on Instagram