Some employers schedule mandatory annual performance reviews, but if you haven’t received a formal evaluation in due time, you may want to request a meeting on your own.
Here’s why.
Some employers like to sit with each of their staff members and conduct an annual performance review at the end of December, but this is by no means a universal practice, and if January 1st has come and gone and you haven’t had a one-on-one with your boss yet, you’re not alone.
You may be feeling lucky, but before you breathe a sigh of relief and move on, think twice.
A review can actually work to your benefit, and if you haven’t been called into your boss’s office yet, you may want to proactively request an hour of their time and schedule the session on your own.
Here are a few things to keep in mind as you consider this option.
Asking for feedback shows that you care.
Your boss may have skipped the review process because it just didn’t fit into the schedule this year, or because they had bigger priorities to deal with.
But if you take the initiative to request and schedule your own review, you’re taking ownership of your performance and demonstrating self-motivation and personal responsibility.
Some employees sit around waiting to be told what to fix, what to do, and how to do it. But not you. You strive to maximize your contributions and the value you bring to the company.
A review can give you a chance to turn to the tables.
If you ask for a performance review and give your boss free rein to assess your value and your growth as an employee, you have a right to do the same in exchange. If there’s anything you’d like to see from the company or from your boss, now is the time to say so.
Be tactful when you do make suggestions and make sure you’re truly motivated by the desire to help your boss to become a more skilled and effective manager.
Your review can provide leverage for negotiations
Performance reviews are often the time and place where you request a promotion or negotiate a raise. It’s your opportunity to prove you value. If you brought a new client on board, solved an expensive problem, or led a successful team project, you’ll want to discuss these things during the conversation.
Obviously, it will be harder to motivate for more money if the review doesn’t officially happen.
Open discussions allow you to gather the information you need to make smart decisions.
While you’re sitting with your manager in a review session, ask a few open-ended questions about your future. What does your career journey look like from your manager’s point of view?
Can they point you toward any available opportunities for skills development or growth that you may not know about? Ask your boss to step into your shoes for a minute and find out where you should focus your attention during the year ahead.
If you request a formal evaluation and your request is brushed off or your meeting doesn’t provide you with much in the way of helpful feedback, that’s okay.
You can still face the year ahead with optimism and determination, and if you’re thinking of seeking a new position elsewhere, this meeting might provide the final push you need. Set goals, get moving, and stay in control of your professional growth.
