By Peggy Noe Stevens

1. Know the metrics – Always understand how you are being measured: What goals, objectives, and tasks have been outlined for you? Is there a timeline for completion of those aspects? Your company may have an annual evaluation form with competencies and language that are specific to the company.

2. Focus on the tangibles – Always elaborate on how you achieved the goals, through examples, financials, statistics, and outcomes. Concrete, tangible examples are truly effective during a performance review. Hard facts, specific results, and descriptions help paint the picture of what you achieved.

3. Seek training – Always ask what needs to happen for you to become a better-trained employee. What are the competencies required for your job—or better yet for the job you aspire to have one day? By taking the initiative on training, you show you are willing to grow.

4. Build a road map – Always build a road map, in cooperation with your boss, so you can track your career path and aspire to the next job. Still, it is crucial not to get too far ahead of yourself with career aspirations; maybe you have yet to prove that you are capable of your current job. Focus on this achievement first, and then when you have demonstrated competence and measured results, be prepared to continue along the career path you’ve mapped out.

5. Check in – In addition to the annual review, it is important that you have more frequent check-ins with your reviewer. The performance review should not be the only occasion for getting thorough feedback on your job performance. Instead, check in quarterly to measure your performance against your plan and to ensure that you are on track.

Source: Professional Presence: A Four-Part Guide to Building Your Personal Brand

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