5 things employees can do to improve their performance review experience

1. Request the conversation be face-to-face

Research has found that asynchronous communication, like an email, generally leads to more negative performance reviews because of its impersonal nature, Thompson writes. When people are able to see the person they're talking to, they tend to be more empathetic.

Thompson recommends that, even if your performance review is happening virtually, make sure cameras are turned on.

2. Be strategic with scheduling

Make sure your performance review is scheduled at the beginning of the day or right after lunch,
"when your manager is presumably well-fed, refreshed, and capable of better-informed decision making," Thompson writes.

Research has shown that, after making a large number of decisions, decision fatigue sets in and people start to rely on faulty information, so make sure you're capitalizing "on your manager's fresh, fuller-capacity mind with strategic scheduling," Thompson writes.

3. Use the meeting to discuss the future

Performance reviews are often retrospective, but their ultimate goal is to create a brighter future, Thompson writes.

If you're concerned that a recent negative experience will overshadow your review, shift the conversation to talk about future potential rather than past mistakes. Talk about future goals using present and future tense for verbs.

4. Think of the meeting as a 'learning review'

Labeling your meeting as a "performance review" or "evaluation" can lead to defensive behaviors, which can stifle creativity and learning potential, Thompson writes.

Instead of thinking of the meeting as a performance review, think of it as a way to "assess your learning curve and understand how you gain new capabilities best," Thompson writes.

One study found that when given a challenging task, participants performed better and enjoyed the experience more when it was framed as an "opportunity to learn" instead of an "evaluation of your ability." If you can shift the focus of your review to learning, insights, and improvements, the conversation can be more enjoyable and effective.

5. Reverse role-play ahead of time

Before your review, try to step into your boss' shoes and determine your strengths and areas for improvement like they would, Thompson writes.

Doing so can lead to multiple positive outcomes, including improved cognitive processing speed and memory as well as better resilience to negative feedback. (Thompson, Wall Street Journal, 7/28)

Managers and team leaders can use our guide to account for effects of identity when guiding employees through quarterly performance conversations. This tool is designed to initiate effective conversations around the employee's strengths, areas of improvement, and plans to meet career objectives while considering how identity and values can affect feedback.