Prepare for your performance review with evidence, data, and clear talking points. Covers accomplishment logging, metrics gathering, goal review, and salary discussion strategy.
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Gather Your Accomplishments
Review your calendar, emails, and project tools for the past review period
Scan month by month for projects delivered, meetings led, and milestones hit. Most people forget 40-60% of their accomplishments without a prompt. Your calendar is the most reliable memory jogger — meetings attended and events organized tell the story of how you spent your time.
List 8-12 specific accomplishments with measurable outcomes
For each accomplishment, state what you did and what the result was: 'Redesigned the onboarding flow, reducing time-to-first-value from 14 days to 5 days.' Aim for 3-4 accomplishments per quarter of the review period. Quality with numbers beats a long list of vague contributions.
Categorize accomplishments by company priorities or OKRs
Map your achievements to the goals your team or company set at the beginning of the period. Managers evaluate you against these priorities, not a generic job description. If 3 of your 10 accomplishments directly supported a top company objective, lead with those.
Collect Metrics and Data
Pull specific numbers: revenue impact, cost savings, efficiency gains
Access dashboards, reports, and analytics tools for the hard data behind your work. 'Improved customer response time' is forgettable. 'Reduced average response time from 4.2 hours to 1.8 hours, resulting in a 12% increase in satisfaction scores' is compelling and verifiable.
Document scope and scale of your work: team size, budget, deadlines met
Numbers that describe scope are as valuable as outcomes. 'Managed a $350,000 budget,' 'Led a team of 6,' or 'Delivered 4 projects on time and on budget' all quantify your contribution. Scale demonstrates your capacity to handle responsibility.
Collect positive feedback received via email, chat, or surveys
Search your email for 'thank you,' 'great job,' and 'well done.' Screenshot any praise from clients, stakeholders, or team members. Third-party validation is more powerful than self-reported claims. Bring 3-5 specific quotes to reference during your review.
Review Your Goals
Compare your original goals to actual results for each one
For every goal set at the last review, write: the goal, the result, and the gap (if any). If you exceeded a goal, quantify by how much. If you fell short, explain why honestly and what you learned. Managers respect candor about misses more than spin.
Note any goals that shifted or were deprioritized during the period
Business priorities change. If a goal was dropped because the company pivoted, say so. 'Goal X was deprioritized in Q3 when the team shifted focus to Y, where I contributed Z instead.' Context prevents missed goals from being held against you unfairly.
Identify contributions you made beyond your original goals
Work that was not in your original goal set still counts. Stepping up during a team shortage, mentoring a junior colleague, or leading an unplanned initiative all demonstrate initiative. List these as 'additional contributions' in your self-assessment.
Development Areas
Identify 2-3 areas where you want to grow in the next period
Choose development areas that align with your career goals and your team's needs. 'I want to improve my data analysis skills to take on more strategic projects' is better than 'I need to get better at Excel.' Frame growth as forward-looking ambition, not weakness.
Propose specific actions for each development area
For each area, suggest a concrete plan: a course, a stretch project, or a mentorship. 'I'd like to lead the Q2 client presentation to build my executive communication skills' shows initiative. Managers are more likely to support development when you have already thought it through.
Acknowledge one area where you received constructive feedback
Self-awareness is rated as one of the top traits managers look for in promotable employees. Citing a piece of feedback you received and explaining how you addressed it demonstrates maturity. 'After feedback about meeting prep, I now circulate agendas 24 hours in advance.'
Prepare Your Talking Points
Write a 2-minute opening summary of your review period performance
Structure it as: top 3 accomplishments, one development area, and your goals for the next period. Practice delivering it out loud. Two minutes is enough to set the frame for the conversation. Going longer than 3 minutes loses your manager's attention.
Prepare responses for likely questions or areas of pushback
Anticipate questions about missed deadlines, team conflicts, or underperforming projects. For each, prepare a 30-second response: what happened, what you did, and what you would do differently. Honest, brief answers are always better than defensive explanations.
Draft your goals for the next review period with specific metrics
Propose 3-5 goals that are measurable and aligned with team priorities. 'Increase quarterly output by 15%' or 'Launch 2 new client programs by end of Q3' give your manager concrete expectations to evaluate. Vague goals like 'continue to improve' are impossible to measure.
Salary and Promotion Discussion
Research current market rates for your role and experience level
Pull data from 2-3 salary databases before your review. If you are below market rate, present the data factually: 'The market range for this role with my experience is $X-$Y, and my current salary is $Z.' Data makes the conversation professional, not personal.
Decide if you will ask for a raise, promotion, or both
A raise without a title change is easier to get (5-10% typical). A promotion involves a title change and a larger increase (10-20% typical) but requires demonstrating you are already performing at the next level. Ask for one or the other — asking for both in the same conversation splits your manager's focus.
Time the salary conversation after the performance discussion, not before
Lead with your accomplishments and positive feedback. Once your manager agrees you have performed well, the salary conversation flows naturally. Asking about money first makes the entire review feel transactional. If your review is negative, postpone the salary ask to a follow-up meeting.
Prepare a backup ask if a raise is not possible in this cycle
If the budget is frozen, ask for: an earlier next review (6 months instead of 12), additional PTO days, a professional development budget, or a written commitment to a raise at a specific date. Having alternatives prevents you from walking out empty-handed when the door is still open.
Frequently Asked Questions
How far in advance should I prepare for a performance review?
Start collecting evidence of your accomplishments 4-6 weeks before the review date. Maintain a running 'wins document' throughout the year where you log achievements, positive feedback, and metrics weekly — this 5-minute habit eliminates the scramble to remember accomplishments at review time. Review your previous goals and the job description 2 weeks prior to identify gaps between expectations and performance.
What should I do if I disagree with my performance review?
Request a follow-up meeting within one week to discuss specific points of disagreement. Bring documented evidence (emails, metrics, project outcomes) that supports your perspective. Ask for concrete examples behind vague criticisms like 'needs improvement in communication.' You can submit a written rebuttal that becomes part of your official file in most companies — keep the tone factual and forward-looking rather than defensive.
How do I ask for a raise during a performance review?
Present market data (3+ sources showing your role's salary range), a list of 3-5 quantified accomplishments since your last review, and any expanded responsibilities not reflected in your current compensation. Phrase the request as 'Based on my contributions and market data, I believe an adjustment to $X is appropriate.' Timing matters — companies set compensation budgets in Q4, so annual reviews in Q1 have the most budget available.
What metrics should I track to demonstrate my performance?
Track metrics that align with your team's OKRs or KPIs: revenue influenced, cost savings delivered, projects completed on time, customer satisfaction scores, or process improvements measured in time or error reduction. Qualitative achievements count too — document internal recognition, successful cross-team collaborations, and mentoring contributions. A manager reviewing 8-15 reports appreciates employees who present pre-organized, quantified evidence.
How often should performance reviews happen?
Annual reviews are the minimum standard, but quarterly check-ins (30-45 minutes) produce better outcomes — companies using quarterly reviews report 30% higher employee engagement according to Gallup. If your company only conducts annual reviews, proactively schedule quarterly 1:1 meetings with your manager to discuss progress, recalibrate goals, and address issues before they appear on a formal review. Monthly or biweekly 1:1s are even more effective.