Preparing for your annual performance review

Most of us have an annual performance review each January, shortly after the return from the Christmas break. Very few of us tend to approach this with the gravity that we should, however. After getting a few calls over the weekend from candidates I’ve worked with about this very topic, I thought I’d throw my own thoughts out there in case they might be of use to someone.

Know what you want

Are you looking for a promotion? A pay increase? More flexible hours of work? All of these will require negotiation, centered on a demonstration of why you qualify for any of these options.

Promotion?

Highlight areas and instances in which you have been working at the level that you are hoping to be promoted to. Can you demonstrate your capability to fulfill the requirements of the role you’re seeking to be promoted to. For example, if you have filled in for your manager in their absence, and you want that job in the future, demonstrate your interest and capability in your review, and request development towards the goal over the coming year, and some guidance on what the next step would be should that role not become available.

A pay increase?

Firstly, establish what the current pay levels are across competitor organisations for persons fulfilling the same role as you are (note that this advice isn’t aimed at the public sector – according to the press, the done thing in this instance is to go on strike!). Know what competitor’s salaries and benefits look like – validate the information by speaking to a recruiter who is a specialist in what you do. They will be only too happy to shoot the breeze with you if you arrange to do so in advance. It is also very important to understand the actual value you bring to your organisation – you may be the best QA Manager / Fund Accountant / Java Developer in the world, but if you are paid at the top end of what your company values the skillset at, then without a promotion it may simply be the case that to earn more money, you may need to either upskill or move company to get that more senior role.

Flexible working hours?

Anyone using the m50 every morning will probably wish that the days of 9-5 were gone. It doesn’t apply to all jobs, but in the case of most roles that I work on, performance is measured by delivery rather than by the hours you spend in the office.  Perhaps this has a value to you that may be useful in lieu of a raise, or it may be something that would make your life easier – school runs, streamlining your commuting costs, or even a split-working week between home and the office to reduce your childcare costs. Show your boss that you can work autonomously – how often do you report to your manager, and using what medium? If you never meet your boss in person anyway, and yet have an excellent record of delivering on your responsibilities, you should be in a strong position to take a work-from-home option that would save you tolls, diesel, stress and time, which would ultimately make you a healthier, happier and thus more productive individual.

Don’t settle for less than you deserve!

Ultimately, work is an inexorable continuum, where there is no point at which you will ever have it all done. Don’t get me wrong, I love my job, and hopefully you are in one that you love too. That said, there will always be another deadline, another supplier to be audited, another delivery to go out the door, another deal to be brokered etc., so if you make a worthwhile contribution, that should be rewarded fairly. Check in with recruiters, review salary surveys, check the job boards. If you demonstrate value in all of the required areas, and yet are not rewarded or appreciated, don’t be afraid to shop around for the position that best fits your skills, needs and personal circumstances.

In conclusion

Before your review, take stock of what you have delivered this past year. Know what you want from your employer to help you grow, increase your net worth, or diversify your skillset. Demonstrate your value in your performance review – have an open discussion about strength, weakness, potential, the grand plan that both you and your employer have for yourself. Your boss should hear you out, provide constructive advice to help you achieve your goals and ultimately, help you improve your economic value.

Whatever the outcome, the employment market in Ireland is booming, and good people will invariably receive calls from recruiters in their field; it is worth keeping note of the trends in remuneration in your area ahead of the January performance review so that you can plan and react appropriately.

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