If you are a newcomer to the job market, you may be unfamiliar with the annual performance review. It’s a privileged moment for exchange between the employee and the company. Discover the fundamentals of the annual review and our tips to prepare confidently.

What is the annual review?

The annual performance review is a significant step in every company to assess the work provided by its personnel.

What does it involve?

The annual review is a moment of exchange and evaluation of the employee’s work and performance. It looks back on the past year and outlines prospects for the future. It allows a review of commitments made in the previous review or when taking the position. The review also sets future goals, identifies areas for improvement, skills to perfect or acquire, and addresses everyone’s expectations. It covers various work-related topics, such as the work environment, behavior, salary increase, definition of bonuses, etc. Managers can rely on various KPIs for the annual review, such as indicators of skill development, Quality of Work Life (QWL), or the rate of processed files. This exchange is a synthesis, not the only time for discussion.

Who participates in the annual review?

The annual performance review usually takes place between the employee and their direct manager (N+1). The person conducting it may also be the employer, the team or service leader, or an HR representative. Although the annual performance review is not a legal requirement, it should be taken seriously with appropriate preparation.

Our tips for preparing for the annual review:

1. Review the past year: Be objective: assess the positive actions since the last review. Make a detailed list of tasks and missions accomplished, employer-set goals, and indicate if they were successful. Quantify tasks and the value they brought to the company. If goals were not achieved, provide a well-supported justification.
2. Define areas for improvement: After reflecting on the past, project into the future. Think about possible areas for improvement. Use past failures or semi-successes to identify areas for improvement. Demonstrate motivation by proactively identifying what you can bring to the company by improving certain aspects.
3. Negotiate salary: If you plan to request benefits or a salary increase, deserve it. The previously conducted review will support your argument. Highlight everything you have contributed to the company to succeed in your request. Prepare your request carefully and be informed about the salary scale.
4. Internal mobility: If you want internal mobility, the annual review allows you to discuss your professional project and potential developments within the company. Inform HR and your hierarchical manager early to seriously consider your wish.
5. Convey messages and ask questions: List the messages you want to convey to your manager. Collect and note useful information throughout the year. Prepare a list of questions about the company’s economic and financial situation.

Be ready to hear possible criticisms and stay positive. Be prepared for a salary increase refusal and listen to the reasons. Preparing for the annual review helps to demystify it and show you are confident on the D-day!

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