Year-end reviews offer more than just an opportunity to catch up about the year that’s just gone by. They’re a golden opportunity for both employees and employers to share their perspectives and steer their individual needs forward. For workers, year-end reviews can be a nail-biter. If you’re an employee, trembling at the thought of an upcoming performance review, the first step is to find tools to help lower your anxiety.
I have previously written for Forbes.com about a number of stress-busters that can help employees meet the challenge. Plus, I’ve addressed tips on how workers can raise confidence and showcase their achievements. But year-end reviews are a two-way street for which both employers and employees must prepare.
How Companies Can Prepare For Year-End Reviews
As year-end reviews approach, proper documentation for performance management remains a critical yet often overlooked aspect of workforce management, according to Cheryl Swirnow, CEO of CMS Consultants. She notes that many managers rely on informal notes or Slack messages that fail to meet legal and performance standards, while unclear job descriptions leave teams misaligned.
I communicated by email with Swirnow, who warns that without clear, compliant documentation, companies face communication breakdowns, unfairness and legal risks. Some of her recommended approaches include the following:
- Set clear expectations from the start. “As year-end reviews approach, it’s important to remember that the foundation for a successful review starts long before the meeting. Companies must establish clear, detailed job descriptions that align with organizational values and outline specific, measurable goals. These job descriptions aren’t just about outlining duties, they provide a framework that both managers and employees can use throughout the year to gauge progress and stay aligned. When expectations are clear from the outset, year-end reviews become a more focused, objective process, with both sides having a mutual understanding of what’s been accomplished.”
- Create shared accountability through documentation. “Year-end reviews are more effective when they’re based on ongoing, documented feedback rather than last-minute notes. Companies should use tools like Google Docs or other shared platforms to track performance throughout the year. This allows managers and employees to document progress on key goals, record feedback and ensure that everyone is on the same page. When it’s time for the review, you’ll have a solid record of conversations and feedback to reference, which makes the discussion more meaningful and less prone to miscommunication. Regular documentation also empowers managers to offer continuous feedback and avoid surprises when the review finally takes place.
- Equip managers with the right tools for feedback. “One of the biggest challenges I see in performance management is ‘confrontation avoidance.’ Managers often hesitate to address issues or provide feedback, especially when it’s uncomfortable. To make the most of year-end reviews, it’s essential to equip managers with the training and confidence they need to navigate these conversations effectively. I typically suggest that companies offer proactive training focused on how to give constructive feedback, set action plans for improvement and manage difficult conversations with empathy. This training should emphasize that performance discussions aren’t about confrontation, they’re opportunities to guide growth and ensure employees are set up for success in the New Year. By addressing performance concerns regularly and not waiting until the review, companies foster a more open, honest and productive work culture.”
How Employees Can Prepare For Year-End Reviews
I also communicated with experts at Indexsy who say that employees can use the annual check-in as a platform to showcase their achievements and set ambitious goals for the New Year. Here are ways they suggest employees can make this year-end review the best one yet.
- Reflect on your achievements. According to Indexsy experts, demonstrating the tangible value you’ve brought to the organization strengthens your case when asking for promotions, bonuses or exciting new projects. They suggest you start by reviewing the past year—what have you accomplished? List specific, measurable outcomes that showcase your contributions. “Go beyond numbers and include concrete examples of leadership, creative problem-solving or teamwork,” says Indexsy. “Review your past performance and projects. Did you hit previous performance goals? Gather data, reports or feedback that quantifies your success. Create a summary of your top three to five achievements to share during the review.
- Identify your growth areas. Indexsy experts point out that a willingness to grow shows humility and drive, signaling to your manager that you’re invested in your development and that you want to grow with this company. While it’s tempting to focus solely on your wins, Indexsy experts believe that self-awareness shows the maturity employers are looking for in potential team leaders or candidates for promotion. “Identify areas where you could improve, and come prepared with a plan to address them,” they advise. “This could involve acquiring new skills, taking on challenging projects or seeking mentorship.” They list actionable steps as reflecting on any challenges or setbacks you’ve faced over the past year, considering the feedback you’ve received from colleagues or past reviews and developing a plan for improvement and how you’ll track your progress.
- Consider company goals. “Connecting your personal contributions to the bigger picture shows how you’re indispensable and increases your chances of being considered for leadership roles or key assignments, according to Indexsy experts. “Understanding how your role fits into the company’s broader strategy will help you demonstrate how you’ve made effective contributions. Prepare examples of how your work has supported company objectives and suggest ways to continue that trend.” They recommend that you review recent company updates like newsletters, reports or all-hands meetings. They advise that you identify key organizational goals and think of ways your work has supported them. And they suggest that you propose future projects or initiatives that align with these goals.
- Advocate for yourself. Self-advocacy demonstrates confidence, ambition and a forward-thinking mindset, which are all traits that managers value in high-performing employees, according to Indexsy. “Don’t wait for your manager to steer the conversation; be ready to discuss your career ambitions and the support you need to reach them,” they recommend. “Whether it’s a promotion, an ambitious assignment or professional development opportunities, clearly articulate your needs and how they’ll benefit the company.” They identify the actionable steps as identifying resources, training or opportunities that will help you grow. And they encourage practicing discussing your contributions and future aspirations confidently.
- Set clear goals for the future. Setting actionable goals creates a clear roadmap for your growth, which makes it easier to track success and stay aligned with company expectations, Indexsy experts declare. “End your review by collaborating with your manager to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for the coming year,” they recommend. “These goals should balance your professional development with the company’s needs, creating a win-win scenario.” They encourage employees to reflect on the skills or experiences they want to gain in the next year, propose two-to-three clear, measurable goals that align with team or company objectives and establish a timeline for progress check-ins to stay accountable.
“Year-end reviews shouldn’t be just about checking a box, a spokesperson for Indexsy points out. “They’re a chance to take control of your career trajectory, so proactive preparation is key. You should walk into that meeting with a clear understanding of your accomplishments and a vision for your future growth. It’s your opportunity to highlight your value, but also to open a dialogue about where you want to go next and what support you need to get there.
Think of year-end reviews as a springboard. Whether it’s positioning yourself for a promotion, asking for additional resources or pivoting toward a new role, it’s the time to advocate for what you need. “Preparation will give you the confidence you need to ask for things; plus, managers appreciate employees who come prepared because it shows initiative and commitment,” the experts conclude.