This One Thing Will Set You Up for Career Growth This Year

Growing your career this year? Looking to grow into a new, higher level role or get a promotion? Here’s one thing to keep top of mind: Performance Reviews.

While the word “review” indicates reflection, and looking back on performance, which we may think about at the end of the year, keeping performance reviews top of mind at the START of the year, and regularly throughout the year, will set you up for meaningful career growth conversations with your leadership.

There has been some debate as to whether a consistent company-wide performance review cycle is the right way to go. Some companies recommend ditching performance reviews altogether, in lieu of consistent communication between leadership and employees. Regardless of if a formal review cycle takes place or not, setting expectations with your manager is critical so you can ensure your work is impacting the important goals for the company, your work is in line with your career goals, and you’re growing your career in the way you want to.

Here are some ways to maximize your career growth potential (more responsibility, leadership, new/higher level roles) this year through performance review cycles:

Get to Know the Review Cycle:

Find out when and how your company’s performance review cycle/process takes place. From initial conversations with your manager to executive review, budget allocation, and finalization.

Create a Review Cycle:

If your company doesn’t have a formal performance review cycle, ask about this in 1:1’s with your manager or leadership. If a company-wide review cycle isn’t in place right now, establish a review cycle and plan with your manager. Consider proposing a check-in quarterly or mid-year, and take the initiative to lead the conversation and bring your list of achievements/impact to the meeting. Establish accountability for your leadership by sticking to this determined schedule so you don’t find yourself years into the job and feeling like you’re not growing in the way that you want to SIMPLY because the communication and follow-through wasn’t there.

Anticipate the Review Cycle:

About 4-6 months prior to the review, start having conversations with your manager or leadership about your goals, how your goals align to company goals, and measures of success and milestones to get to the next level. Remember that companies likely have to budget 1-2 quarters in advance for salaries, bonuses, and promotions so starting conversations early will help you feel in control, and ahead of the decision milestones in the performance review cycle.

Track & Document Your Progress Year-round:

Keep a document of accomplishments ***IMPORTANT*** tied to IMPACT for the company and team. Align your achievements to goals established by your company and manager/leadership.

Got a New Manager? Onboard Yourself

Re-organizations and manager shuffles happen. A. LOT. When you get a new manager, take the running list of your achievements tied to impact for the company and team in the last 6-12 months (or in your history with the company) and set up a meeting to acquaint your new manager with your skills, strengths, goals, and achievements tied to impact for the company. Begin the performance review cycle conversation when you get to know your new manager.

Remember You are the Owner and Driver of Your Own Career:

If you’re waiting to find out if you got a promotion, you’re likely too late. You should be involved in your own performance reviews in an ongoing fashion, and in most cases, driving it. Help your manager get to know how your efforts have impacted critical goals for the company. Your manager will likely have to defend the case and go to bat for your promotion, so equip them with the tools to do so in executive leadership meetings. If you work for a small company, understand your company and team goals, leadership expectations and find out how they will measure your and company success, then highlight how you’re helping them achieve these goals.

It’s important to think about your own goals and how you want to grow in your career. Do you want more responsibility? Do you want to try being a manager of a team? Do you want to learn a new skillset? Will a promotion or a higher level role come with higher compensation and more benefits and is that important to you?

Having a clear idea of what career growth means to you is important before you connect with your manager or leadership to discuss growth and performance reviews. It also shows you know what you want and you’re going after it, your goals are aligned to company goals, and it helps guide your leadership so they know how to best help you. Of course, when your career goals are aligned with company goals, and you’re growing in the way that you want to, and feel valued for your work, you’ll be happier and you’ll be developing your meaningful career.