Year End Review Tips For Employees and Managers

Year End Review Tips For Employees and Managers

An end of year review is a good idea to get ahead of the game and think about what you need to cover in your year end performance review. Before we get into the details, let’s take a closer look at what an end-of-year review is and what you should be covering in them.

Follow up

Ensure that after you’ve outlined your professional goals, you set up a follow-up conversation about these achievements you’re working towards.

Take time to reflect

Reflect on all of the work you’ve done in the past year and make sure you’re prepared to communicate your contributions to the company with your manager

Inquire About How to Get to the Next Level

Ask about how you can move towards the next stage of your career if you feel deserving of it and have worked hard to get to where you are now

Limit feedback to one or two areas at a time

This will avoid overloading employees with feedback and confusing them as they try to remember the list of things they need to improve upon

Promote a growth mindset

Encourage employees to look for opportunities

Accomplishments

Start the annual review on a high by bringing up accomplishments you’ve worked so hard to achieve

Day-to-day responsibilities

Discuss how much responsibility you have and whether it’s too much or not enough

Strengths

Discuss specific examples of what you’re doing well so that you can keep up the good work and thoroughly understand what types of skills, behaviors, and qualities are valued by your manager and the rest of the team

What is an end of year review?

An annual review, also referred to as an annual review or a year end performance review, occurs once a year, where a manager goes over an employee’s overall performance

Find a solution together

Facilitate a two-way conversation where your employee is involved in finding solutions to help them feel like they have a big part to play in their own development

Summary

Be prepared for reviews

Be specific

Outline goals, inquiries, recommendations, suggestions, and ideas clearly

Listen actively

Be aware of your manager’s feedback and keep this information in mind as you carry out your daily responsibilities

Priorities for the company

Discuss your individual and company priorities in order to align them with the goals of the company.

Areas to develop

Even if you’re not outwardly doing something wrong or poorly, there’s always room to learn and grow

Give positive feedback first

Start your year-end performance review by going over what your team member did a great job on

Set Goals and New Challenges

Annual reviews are the perfect opportunity to set new goals and define new challenges for your team members

Ask for 360 degree feedback

360° feedback helps you understand how people on the team feel about each other’s work.

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