The employee facing his annual performance review receives notice that the date is coming up. He can do one of two things. He can simply write down what he has done over the past year, failing to highlight his accomplishments. Or he can go through everything he has done, extracting the most important, most impressive achievements that have helped the company move forward.
Showcase Your Performance
As you discuss your past year’s on-the-job performance, tie your job activities, projects and completed sales to your employer’s (and company’s) objectives. If you don’t state them, they are not considered “accomplishments.” Bring the proof with you in spreadsheets, contracts and memos, pointing out what you have done to increase sales or reduce waste. As you do so, state that your work has brought the company closer to achieving a particular goal, recommends the Newly Corporate website. Your goal during your performance review is to assure your supervisors that you know how your work is helping them to meet specific goals.
Focus on the Exceptions
To give yourself a better chance at landing a merit increase or raise, you need to do more than provide a laundry list of your past year’s accomplishments. Just as you did when you landed that difficult client, you need to reach beyond what is expected and talk about what you did that went above your job description. Perhaps you realized why one of your most difficult clients was so reluctant to increase spending on a new advertising package and you got him to understand that buying that package would increase his own bottom line. Outline exactly what you did to convince this client to spend more money. It is up to you to state why you deserve a larger paycheck, advises Bloomberg Businessweek.
Strike a Positive Tone
Use the “door and mirror” concept during your review. This concept explains how the better business leaders accept responsibility when things don’t go well; they also know enough to humble themselves and give credit where it is due when things go better than expected. If you use this approach, your supervisors realize you’re ready for additional, and higher, responsibilities, according to the Newly Corporate website.
If you see areas beyond your own department and job description where the company could achieve its objectives, say so. This concept, called the 360 degree review, requires you to provide feedback to your supervisors about how your employer can do better. Larger companies use this process regularly, and if their employees don’t understand enough about their employers to provide this type of review, they lose performance review points –– and the opportunity for a healthy salary increase, states the Newly Corporate website.