Communication Tips for Performance Reviews: What to Say in Your Performance Review
Summary
TLDRThis video offers valuable communication tips for excelling in yearly performance reviews. It emphasizes the importance of highlighting achievements using the PCOR method (Project, Challenges, Overcome, Results), discussing personal progress and skills acquired, and identifying areas for improvement with a plan for development. Additionally, it encourages viewers to inquire about the company's future plans and their role within them, as well as to understand future expectations to align personal goals with professional growth. The video also touches on the necessity of seeking opportunities for growth and the potential need to reassess one's current position if the employer does not support professional development.
Takeaways
- đ Performance reviews are important for employers to understand your success, provide feedback, and help you think critically about your professional growth.
- đ To prepare for a performance review, highlight your achievements and start the conversation on a positive note to demonstrate your enthusiasm and positivity towards your job.
- đ Use the PCOR method (Project, Challenges, Overcome, Results) to articulate your achievements clearly and effectively during the review.
- đ Discuss your progress by reflecting on what you have learned since your last performance review and how you have grown professionally.
- đ Be open about areas for improvement, showing a learning mindset and a proactive approach to your personal and professional development.
- đ Link your areas for improvement to your career goals, demonstrating how you plan to strengthen your skills and take on greater responsibilities.
- đź Show interest in the company's future by asking about department or company plans, which can help align your professional growth with the organization's objectives.
- đ€ Ask about future expectations to understand what will be required of you and how it ties in with your career goals, signaling your commitment to growth and success.
- đ If your employer does not offer opportunities for growth and development, it might be time to consider if you are with the right company.
- đŁïž Practice speaking confidently, especially if you tend to get nervous during performance reviews, to ensure you can effectively communicate your value and aspirations.
Q & A
What is the main purpose of a yearly performance review?
-The main purpose of a yearly performance review is to help employers understand an employee's success, provide feedback on performance, and encourage critical thinking about how to improve and grow professionally.
Why is it important to start a performance review on a positive note?
-Starting a performance review on a positive note is important because it sets a constructive and optimistic tone, making it easier for the employee to discuss their achievements and strengths, which can positively influence the boss's perception.
What is the PCOR method mentioned in the script, and how does it help in discussing achievements?
-The PCOR method stands for Project, Challenges, Overcome, and Results. It helps in discussing achievements by providing a structured way to talk about specific projects, the challenges faced, how those challenges were overcome, and the results generated, making the achievements more prominent.
Why should employees think about their achievements before a performance review?
-Employees should think about their achievements before a performance review to be prepared to discuss them confidently and to ensure they can highlight their successes and contributions effectively during the review.
How can discussing progress help an employee during a performance review?
-Discussing progress helps an employee by showing their growth as a professional, the skills they've learned, and how they've improved since their last review, which can be overlooked by busy managers.
What is the significance of talking about areas for improvement during a performance review?
-Talking about areas for improvement demonstrates a learning mindset and a willingness to grow, which can prevent an employee from appearing egotistical and can help them set goals for future development.
Why is it beneficial for an employee to ask about the future plans of the department or company during a performance review?
-Asking about future plans shows an employee's interest in the bigger picture and helps them understand how they fit into the company's or department's goals, which is valuable for career advancement and leadership aspirations.
What does discussing future expectations during a performance review reveal about an employee?
-Discussing future expectations reveals an employee's proactiveness and their commitment to learning and growing within the company, which can be appealing to employers who value personal and professional development.
What should an employee do if their current employer does not offer opportunities for growth and development?
-If an employer does not offer opportunities for growth and development, an employee might need to reconsider whether they are working for the right company that aligns with their career goals and aspirations.
How can an employee prepare for discussing their weaknesses and areas of improvement during a performance review?
-An employee can prepare by identifying one to two areas they need to improve on, reflecting on past projects to pinpoint weaknesses, and discussing these areas along with their intent to improve, a timeframe for improvement, and any learning and development opportunities they are interested in.
Outlines
đŁïž Mastering Communication for Performance Reviews
This paragraph focuses on the importance of communication during yearly performance reviews. It emphasizes the need to highlight achievements, discuss progress, and identify areas for improvement. The speaker introduces the PCOR method (Project, Challenges, Overcome, Results) to articulate accomplishments effectively. Additionally, it suggests discussing lessons learned and linking improvements to career goals, which can help in making the review process more beneficial for both the employee and the employer.
đ Demonstrating Proactivity and Aligning with Company Goals
The second paragraph delves into strategies for a successful performance review. It advises employees to inquire about the department or company's future plans to show their interest in the bigger picture and understand their role within it. The speaker also recommends asking about future expectations to exhibit a proactive attitude and a willingness to learn. This approach can reveal valuable information about the company's direction and how it aligns with personal career goals, potentially leading to a reassessment of one's current position if growth opportunities are lacking.
Mindmap
Keywords
đĄPerformance Review
đĄAchievements
đĄPCO Method
đĄProgress
đĄImprovement
đĄCareer Goals
đĄDepartment Goals
đĄFuture Expectations
đĄProfessional Growth
đĄFeedback
Highlights
Importance of yearly performance reviews for employers and employees.
Performance reviews help in receiving feedback and thinking critically about professional growth.
The significance of having one-on-one conversations with your direct boss during performance reviews.
Highlighting achievements at the beginning of a performance review sets a positive tone.
Using the PCOR method to discuss achievements: Project, Challenges, Overcome, and Results.
The value of remembering and discussing specific achievements from the past year.
Discussing progress and what you've learned since the last performance review.
The importance of making your progress and growth as a professional clear to your manager.
Identifying and discussing areas for improvement with a learning mindset.
Linking areas of improvement to specific projects and expressing intent to improve.
Asking about the department or company's future plans to show interest in the bigger picture.
Inquiring about future expectations to demonstrate proactiveness and willingness to learn.
The potential need to reconsider your current position if there are no opportunities for growth.
Walking away from a performance review with clear future expectations.
The upcoming series of videos on getting a promotion and the call to subscribe for updates.
Advice on how to speak confidently to people who make you nervous at work in a separate video.
Transcripts
in this video we're going to talk about
communication tips for your performance
reviews specifically your yearly
performance review i'll go through what
to say in your performance review so you
can approach it with clarity and
confidence hopefully leading you to
getting a great performance review i've
got a few videos coming out in the
coming weeks on getting a promotion so
if you are interested in those videos
make sure you subscribe and hit the
notification bell too why do we even
need performance reviews well there are
a number of reasons why they're
important first it helps your employer
know about your success it helps you get
feedback about your performance at work
and it helps you think critically about
how you can improve and grow as a
professional performance reviews only
happen a couple of times a year they're
usually a one-on-one conversation with
your direct boss but it's really
important that you get them right here's
what you need to do to be prepared for
your performance review so you can ace
your performance review number one
highlight your achievements it's really
important to start off the performance
review conversation
on a positive note and when you talk
about your achievements when you talk
about your strengths you look excited
you look positive your boss will pick up
on this vibe and they will know that you
just love your job but the main problem
is you might find it difficult to think
about things that you've achieved or to
be confident when you're talking about
them now i know for a fact that there
are things you should be proud of in
your career there are things that you
have achieved in your professional life
you just need to remember them for that
performance review for example maybe in
the past year you successfully organized
a webinar for your company or maybe you
got a difficult client to pay their
invoice on time the when you have the
achievements that you think of it will
depend on your specific job and on your
role but i want you to start thinking
about this and i want you to choose one
to two achievements you've had over the
last three to six months in your
professional life and use the pcor
method p stands for project so what was
the project
c stands for challenges
what challenges did you face
o stands for overcome
how did you overcome those challenges
r stands for results what were the
results you generated using the pcor
method it will help you to talk about
your achievements with your manager and
to highlight them in a way that makes
them more prominent which leads us to
the next point where you talk about how
you have progressed what did you learn
in those achievements you just told your
boss about what have you learned
generally since your last performance
review or what are the biggest lessons
in the projects or the teams you've
worked in talking about your progress
can help your manager understand how you
have grown as a professional what you've
learned how you've improved sometimes
your boss might not see this sometimes
they might overlook the things that
you've achieved they're so busy in their
job it's really easy for them to just
overlook these things but it's up to you
to highlight this to them to bring it to
the forefront so they cannot deny it and
so they can see all the fantastic
achievements that you've made
highlighting your progress like this in
the performance review meeting makes it
obvious to them and it makes you more
memorable as a professional so before
your performance review think of three
to five skills that you have learned
since your last performance review and
use before and after examples like this
before working on project xyz i had
never been in charge of a group project
before now i know how to clearly
communicate goals to people get them
motivated to work towards those goals
and set specific deadlines to work
towards so we can achieve the desired
result the third strategy is to talk
about areas you can improve on in a
professional's life there will always be
areas that you can improve on it's part
of having a learning mindset don't be
the person who thinks they don't need to
learn anything because they are already
great at everything if you are like this
you will get the reputation of being
egotistical you need to recognize and
talk about the areas that you can still
improve on and make sure you discuss
this during your performance review so
to prepare think of one to two areas
that you need to improve on think back
to projects that you've worked on where
did your weaknesses lie and talk about
those areas of possible improvement in
your performance review it could be a
role related skill or it could be a soft
skill for example when i was organizing
the webinar i felt i could have managed
my time better this is something i'd
like to work on and improve on in the
next three to six months and i'd like to
take a course that will teach me good
time management skill do you see how
i've talked about a weakness as well as
your intent to improve on that weakness
a time frame in which you want to
improve on that weakness and a hint at l
d opportunities that you would like you
can also link this to your career goals
for example for our next performance
review in 12 months time i want to have
led a project with a bigger team i feel
i did a great job leading five people
achieving the goals i aimed for and i'd
like to strengthen my team management
ability with a bigger team so to sum up
when you talk about areas that you would
like to improve on it makes you look
like a proactive dedicated professional
and will definitely win your points in
your performance review the fourth tip
is to ask about future plans of the
department or your company this shows
that you have interest in the big
picture and helps you understand how you
as a professional are linked to that big
picture as well this is great
information for aspiring leaders or
anyone who wants to advance in their
career when it comes to future plans you
can also reference information you've
read or you've heard about simply ask
what are the main goals for our company
in the next 12 months or what are the
main goals for our department in the
next 12 months these questions will
definitely make you look like you are
interested in the progress of your
company and you might be surprised at
the information you can uncover if
you've done a good job with the first
three points i discussed in this video
then your boss will feel a lot more
comfortable and confident revealing this
information to you number five is to ask
about future expectations this
highlights your proactiveness and your
willingness to learn and employers
respond really really well to this they
want to know the people they've hired
are invested in their own growth are
invested in their own success just like
the company is when they recruited you
and it also helps you understand what
will be expected of you in the future
what skill set will you be required to
develop what level of responsibility
will you be required to have and does
this tie in with your future career
goals now if your employer does not
provide any opportunity for you to grow
if they do not want to discuss your
growth or learning or development in
that company then you might need to
rethink your current position the
reality is you might not be working for
the right company to help you achieve
the goals that you want to achieve now i
don't say this lightly i don't recommend
anyone to just go out there and quit
their job but if your current employer
isn't offering any learning and
development opportunities if they don't
want to invest in your future growth and
career progression then you may need to
rethink are you working for the right
company so when you finish your
performance review i want you to walk
away with three to five future
expectations for yourself three to five
expectations your boss has of you now if
you're nervous in your performance
review because your boss makes you
nervous you need to watch this video
right here where i teach you how to
speak confidently to people who make you
nervous at work
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