How to Ask for the Performance Review You Deserve

Performance reviews provide crucial opportunities for feedback, goal-setting, and career growth. But at many companies, managers only conduct formal reviews annually. If you want more regular insight, then you need to learn how to proactively ask for the performance review you deserve.

Requesting more frequent performance evaluations requires a thoughtful approach. You’ll want to make a compelling case and lay the groundwork for an engaging discussion. Follow these best practices to get the ongoing performance feedback that will help you excel.

Timing Your Request

With any major work request, timing is key. Be strategic in selecting when to ask your manager for a formal review:

• Avoid busy periods. Don’t request a special review when your boss already has a full plate. Wait for a less hectic time on the calendar.

• Consider their schedule Ask if there are certain days of the week or times of day that tend to be lighter for your manager to more easily carve out time to meet

• Request in advance. Provide as much lead time as possible, ideally 2-3 weeks, so they can adequately prepare for a review discussion

• Align with cycles. See if biannual or quarterly reviews make sense based on budgets, employee evaluations, or other company cycles and request accordingly.

Picking an optimal time increases the likelihood your manager will be receptive to a review request. Schedule it during a slow period on their calendar when they can give it full focus.

How to Ask for a Performance Review

Once you’ve identified the right timing, here are some best practices for making your request:

• Schedule a meeting. Briefly meet one-on-one or call your manager to make the request rather than asking over email. This shows added sincerity.

• Highlight your accomplishments. Provide 2-3 examples of wins and contributions you’ve made since the last review period. This underscores the value of more frequent feedback.

• Explain your motivation. Share why a formal review is important to you at this juncture. Mention personal development goals a review could support.

• Suggest an agenda. Recommend 2-3 talking points you’d like to cover, like goal progress or competency development. This gives them a sense of direction.

• Propose next steps. Offer to send a self-review summary in advance to get the dialogue started. Note you welcome their open feedback as well.

• Express appreciation. Thank your manager for considering your request and for their support of your growth.

The more context you provide, the more persuasive your case will be. Help your boss understand why this matters to you.

How to Prepare for Your Review

To maximize the value of your upcoming performance discussion, being well-prepared is essential:

• Reflect on accomplishments. Revisit projects, achievements, and successes since your last review. Identify concrete examples to reference.

• Assess your skills. What knowledge areas or competencies would you like constructive feedback on? Evaluate your own skill level.

• Review past goals. Analyze your progress on any performance or development goals set during your last review. Draft an update.

• Outline future goals. Come with 2-3 proposed goals to work towards next. Be prepared to discuss plans to achieve them.

• Anticipate challenges. Consider any struggles or roadblocks you want advice on addressing. Formulate potential solutions.

• Prepare questions. Generate a list of 4-5 questions to drive an engaging dialogue and get the most out of the meeting.

Doing your homework ahead of time leads to a more productive session with actionable next steps.

Best Practices for the Review Discussion

When meeting with your manager, implement these practices to have the most impactful performance review:

• Pick the right setting. Meet in a quiet, private space without distractions to enable an open and focused dialogue.

• Take notes. Keep a notebook handy during the meeting to document any key feedback, guidance, or goals discussed to reference later.

• Start with self-evaluation. Share your prepared self-assessment highlighting your accomplishments, skill development, and goal progress over the review period.

• Be receptive. Listen openly as your manager provides their constructive perspective on your performance and areas for growth. Clarify anything you need elaboration on.

• Brainstorm together. Have an engaged two-way discussion exploring ideas for skills development, new challenges to tackle, and future goals.

• Leave with an action plan. Make sure you conclude the meeting with defined next steps and timeline commitments from both sides.

Having an organized, thoughtful approach results in actionable insights to drive your performance and career advancement.

Performance Review Follow Up

Your review shouldn’t be a one-and-done conversation. Be proactive following up:

• Send a thank you. Email your manager thanking them again for their time and constructive feedback.

• Share takeaways. Recap your key learning points and goals from the discussion so you’re both aligned.

• Check in periodically. Set calendar reminders to follow up on progress towards the goals you outlined.

• Request mentoring. Ask if they’re open to informal mentoring check-ins between reviews to continue the dialogue.

• Pay it forward. Offer to mentor junior team members to cascaded your review learnings.

Sustaining momentum post-review demonstrates your commitment to continuous improvement.

Turning Review Feedback into Action

For a performance review to truly pay dividends, you need to put the advice into action:

• Address development areas. Construct a plan to improve in domains your manager highlighted as needing growth. Seek training opportunities.

• Make progress on goals. Break larger goals into smaller milestones with timeframes. Consistently work towards them.

• Apply feedback. Put their management suggestions into practice, like improved time management or communication strategies.

• Measure progress. Track quantifiable metrics related to your goals over time as indicators of your improvement and success.

• Circle back. Provide your manager periodic updates on how you’re applying their guidance to show you’re committed.

You want your increased review frequency to lead to tangible professional growth. Consistent follow through is critical.

Key Takeaways for Requesting Performance Reviews

Asking for the performance evaluation your desire takes preparation and diligence. Keep these tips in mind:

• Select the right timing for your request by avoiding busy periods and providing sufficient lead time.

• Make a compelling case for more frequent feedback focused on your development.

• Set an agenda and propose next steps to provide direction for a productive discussion.

• Thoroughly prepare by reflecting on your achievements, skills, goals, and questions.

• Have an interactive, forward-looking dialogue focused on action planning.

• Follow up consistently to demonstrate your commitment to continuous improvement.

By being proactive, you can gain the insightful performance reviews you need to keep reaching new heights in your career. The constructive feedback will provide a roadmap to help you get there.