Performance review season is often stressful for both employees and managers, but career coach Sarah Baker Andrus suggests that practicing "emotional management" is the key to success. How you handle this meeting can define your future relationship with your supervisor. To make a positive impression and focus on professional growth, Andrus advises avoiding three specific mistakes.
Walking in Unprepared
Entering a review without preparation sends a signal that you are not committed to your own development. Andrus warns against the common error of simply copying self-assessments from previous years. Instead, treat the self-assessment as a permanent record of your performance. Employees should prepare ahead of time by reviewing their "brag docs" and reflecting on specific contributions to wins, as well as areas that need improvement.
Reacting Negatively to Feedback
Becoming defensive or arguing immediately upon hearing negative feedback is a major red flag. While it is natural to feel emotional, Andrus recommends taking a deep breath to avoid reacting in the heat of the moment. If you disagree with a critique, use neutral language such as "That's disappointing" and ask to continue the conversation at a later time rather than starting an argument, which can damage the relationship with your manager.
Going Off-Topic
A performance review is not the time to unload a backlog of grievances regarding scheduling or coworker conflicts. These issues should be addressed in regular one-on-one meetings throughout the year. Andrus advises employees to keep the review focused strictly on professional goals and growth opportunities, as time is limited and diverting the conversation can distract from your career development.
Mentoring question
Reflecting on your last performance review, did you focus primarily on your future growth, or did you allow emotions or day-to-day grievances to derail the conversation?