One of the most common and impactful areas in which people make goals around the new year is their career. The first quarter of the year is typically regarded as one of the best times to find a new position, as new-year budgets go into effect and increase job openings. If you are seeking a promotion or a lateral movement, your performance review can be a crucial time to express your career ambitions, seek guidance on your desired direction, and explain why you are worthy of a promotion and a raise. This column covers five strategies to maximize this opportunity for promotional success and long-term career growth.
What is a performance review?
Employers use performance reviews to identify people who consistently meet and exceed expectations for career advancement opportunities. When done correctly, a performance review should provide employees with an accurate, actionable evaluation of overall job performance, impact, and an understanding of the “why” behind their work. It should foster mutual understanding and alignment between employees, teams, and senior management.
Start by clarifying your career goals and aspirations
Managers respond well to those who are confident of what they want. Once you clarify your career targets, take a personal inventory of your achievements. Think back at what you were most proud of over the past year. Did you lead a special project, take on additional responsibilities, volunteer for an initiative, acquire new skills and knowledge, or make people’s jobs (and lives) easier? Keeping a record of your tangible and intangible impact can support you in discussions with your manager (and future employers) on your career goals. In addition, look at key improvement areas, such as knowledge gaps or technical capabilities, that you can strengthen through workshops, seminars, or other continuing education opportunities.
Communicate your goals to your manager
Be ready to use the performance review session to highlight how you see yourself contributing to the organization’s future success. This discussion may be easier for some than others. Your manager can be an excellent resource in creating a development plan with specific steps to help you progress toward a promotion and achieve your professional goals. However, suppose you have an unsupportive manager with whom you are hesitant to share your goals. In that case, you may need to find alternative support through team members with similar professional goals, colleagues from other departments, or people outside the organization. These relationships can offer valuable insights and alternative viewpoints on other career paths and opportunities you may not have considered.
Get in the habit of regularly seeking feedback
I recommend doing this any time you finish a major task or project. Ask multiple people — your manager, colleagues, clients, or other relevant parties — about areas where you did well and about those that need improvement. Some company cultures are more feedback-friendly than others. Generic yet well-meaning inquiries such as, “Do you have any feedback for me?” rarely yield helpful information. Frame your feedback request more broadly, such as, “I’m looking to improve my project management skills.” You can narrow your focus from there by referencing a shared work experience. “Based on our recent collaboration, are there any skills I should focus on developing?”
Be ready to ask for what you want
If you are aiming for a raise or a promotion, you need to do your research. Begin by reviewing AIChE Salary Survey data (CEP, June 2023, pp. 21–31). Compensation data sites like Salary.com are another great starting point for understanding the average market rate for your role in various locations. Another way to get surprisingly good data is by asking people in your field. Finally, understanding your company’s raise and budget cycles will help you figure out what is possible while determining the ideal time to plan the conversation. Keep your request brief but informative. Explain why you have earned this increase or promotion using your salary data, backed up by specific examples of your high-level contributions.
Have a follow-up plan
Do not expect your manager to give you a firm “yes” on the spot. Often, raises need approval by someone above them, such as your manager’s manager or human resources (HR). If you get a “maybe,” clarify when you can check in or meet again to discuss the topic. While it may be disappointing to get a “no,” use the opportunity to ask your manager for specifics on what you need to do to improve. A decent manager will help you develop a plan and clear goals to move you forward. If your manager provides vague feedback or you leave your meeting confused about how to advance your career, that is a red flag.
When it comes to performance reviews, expect the unexpected. Understanding your company’s process is key to ensuring you go in ready to make the most of your meeting. A bad performance review can help you improve your performance in areas you were unaware of, while an uneventful one is a chance to get on the same page as your manager. Ultimately, it is your responsibility to take charge of your professional destiny.
This article originally appeared in the Career Connection column in the February 2024 issue of CEP. Members have access online to complete issues, including a vast, searchable archive of back-issues found at www.aiche.org/cep.