Workplace Multiplier by Tola Akinsulire

Tuesday Edition: October 29, 2024

Welcome to the Workplace Multiplier newsletter. Published every Tuesday & Friday, we discover something crucial to help us on the way to winning at work and in life.

Maximize Your Performance Reviews: 5 Key Mistakes to Avoid

One of the most dreaded times for bosses and subordinates is usually performance reviews aka appraisal season.

I used to be like that once upon a time too.

That changed for me.

Why?

Because I changed the game I used to play during my appraisals. And this applied to whether I was being appraised or appraising my team.

Appraisal reviews became a culmination of everything that had been happening during the whole period.

There was no reason to wait until 6 months before sharing my successes or highlighting my challenges – I did that throughout the period. This ensured the appraisal exercise was not a surprise to anyone.

I once took over a team just as they were beginning the appraisal process. The Human Resources department requested that I do the appraisals for my team members.

I refused. My reason was simple. I told them I could not appraise staff for a period that I did not oversee their activities. I did not have the right context for the results they had delivered.

The previous boss had resigned and left the company. So they assumed they could just palm them to me.

Not on my watch. They eventually had to reach out to the previous boss to do the appraisals.

This is the kind of respect and appreciation that needs to be put into the appraisal process.

Today, I’ll give a few thoughts on some of the other common mistakes that may prevent you from getting the best out of the process.

Here’s a look at five pitfalls to avoid during your next performance review so you can make it a truly productive experience.

1. Skipping Over Self-Evaluation

If your appraisal includes an opportunity to provide a self-evaluation of your work, don’t minimize it. Some people see self-evaluation as just another box to check. But it’s one of the best opportunities to showcase your achievements. Skimming over it or providing vague responses doesn’t give your boss the full picture of your contributions, and they might not know about everything you’ve done during the period.

How to Avoid This: Keep a list of your accomplishments throughout the period, so you’re not left trying to remember details at the last minute. When you fill out the self-evaluation, be specific about your achievements and the impact they had. Instead of saying, “I contributed to Project X,” explain the details: “Led a team to streamline processes, reducing monthly time spent by 50 hours.” Specifics make it easier for your boss to see your true impact.

2. Overlooking or Minimizing Your Successes

Sometimes, we’re reluctant to talk about our successes because we don’t want to seem boastful. But this isn’t the time to hold back. Your performance review is designed to highlight what you’ve achieved and how you’ve contributed.

How to Avoid This: Be clear and honest about what you’ve accomplished, both individually and as part of a team. Share details that show how you made a difference. If you don’t bring attention to these things, they might get missed entirely. Think of it less as bragging and more as showing the results of your hard work. Don’t assume your boss knows everything. There are so many things competing for the boss’ attention. Take responsibility for telling your story.

3. Getting Defensive with Constructive Feedback

Receiving feedback, especially critical feedback, can make anyone feel a little defensive. However, letting those feelings show during your review can make the conversation unproductive and strain your relationship with your manager.

How to Avoid This: Practice listening without immediately reacting. Even if you disagree, take time to understand their perspective, and ask questions if you need clarification. For example, you could say, “Could you provide an example of where I might improve in that area?” or “I’d like to work on this—what do you suggest as a first step?” I have a famous line I use a lot “Please, I’d like to ask this for my education…”. Works every time. Taking feedback constructively helps demonstrate your willingness to grow.

4. Only Focusing on Past Performance

It’s tempting to focus just on the work you’ve already done, but a review is also about setting yourself up for future success. If you don’t discuss your career aspirations and development interests, you may miss out on opportunities to move forward in your role.

How to Avoid This: Use part of the conversation to talk about where you see yourself in the next year. Outline any skills you’d like to develop or new responsibilities you’re interested in. For instance, if you want to take on more leadership tasks, say, “I’d love to gain experience in managing projects or teams—are there upcoming opportunities where I could help?” Bosses appreciate when employees have a clear vision for their growth.

As a supervisor, I like to do that when I have appraisal discussions. It’s helped me to provide role enrichment opportunities based on the interests that team members express. I once had a team member during our appraisal discussions tell me that he felt he was not using all his abilities in the current role. According to him, he was considering looking for opportunities outside the company. Based on his interests, I was able to get him to be a part of initiatives where he could leverage his skills in addition to his regular duties.

5. Failing to Create a Follow-Up Plan

A common mistake is to treat the performance review as a one-time meeting, and then move on without a plan. Without follow-through, it’s easy to overlook areas for improvement, and you risk returning to your next review with little progress.

How to Avoid This: Before wrapping up the review, ask your manager for specific steps you can take to address any feedback or goals. Then, create a timeline for yourself. For example, if improving presentation skills was part of your feedback, plan to attend a workshop or practice regularly. Schedule periodic check-ins with your manager to discuss your progress. This will show your manager that you’re committed to improving, and it keeps you on track for future success.

By avoiding these common pitfalls, you can get a lot more out of your performance review.

Remember, it’s not just about what you’ve done but also about where you want to go. A well-prepared review opens doors to new opportunities and helps you chart a clear path forward in your career.

Keep winning at work & in life.

Tola Akinsulire

I am a Workplace Multiplier

Like this?

Please pay it forward by sharing it with someone who could benefit from it. They will thank you for it.

Want to get in on some of the lessons I have picked up in my career? Get my eBook "21 Lessons I Learned in My Career - A Primer to Help you Become Better at Work". Get it here

Was this forwarded to you? Sign up so you don't miss any edition. Click here to sign up