Slay Your Performance Review

Slay Your Annual Performance Review: Prepare, Shine, and Set the Stage for Growth

An annual review isn’t just a checkpoint—it’s a strategic opportunity. Handled well, it can lead to more responsibility, better visibility, and yes, even a raise. Here’s how to approach your review with clarity, confidence, and purpose.

Think Strategically, Not Just Personally

Your review is about your performance—but it’s also about how your work supports the organization. When you connect your achievements to business goals, you show leadership-level thinking.

DWD Tip: Reframe your mindset from “What did I accomplish?” to “What did I help the team or company achieve?”

Document Your Wins (Early and Often)

Keep a running list of your achievements throughout the year. Projects completed, revenue generated, problems solved—no win is too small. This helps you avoid scrambling at the last minute and ensures nothing slips through the cracks.

Be Specific, Not Vague

Saying “I worked hard” won’t move the needle. Saying “I led a campaign that brought in 1,200 new customers in Q2” will. Use data where you can, and when that’s not possible, share qualitative impact (e.g., improved morale, streamlined workflow, mentorship).

Align With the Bigger Picture

Before your review, revisit your job description, team goals, and company objectives. This helps you frame your contributions in a way that speaks directly to what your manager cares about most.

Practice Talking About Your Value

Even if you’re not nervous, practicing aloud helps you tighten your message. Focus on a few key themes: your contributions, challenges overcome, and your vision for what’s next.

Make It a Two-Way Conversation

Don’t just wait for feedback—ask for it. Invite dialogue. Ask what your manager sees as priorities in the coming year, and where you can stretch or lead more. This shows you’re engaged and future-focused.

Plant the Seed for Compensation Conversations

If the review goes well, this can be a natural entry point for discussing salary. Even if the company isn’t ready to make changes now, laying the groundwork sets the stage for future discussions.

Try saying: “I’d love to revisit my compensation in the near future. Can we set a time to discuss how it aligns with my current responsibilities and contributions?”

After the Review: Follow Up

Send a quick thank-you note or summary email. Reiterate your excitement about upcoming goals and express appreciation for the feedback. It reinforces professionalism and keeps the momentum going.

✅ Final Thought

Performance reviews aren’t just about reflection—they’re a moment to be seen. When you prepare with intention and speak to your impact, you strengthen your role and open doors to growth.

At Dealing With Debt, we believe that financial and career growth go hand in hand. We’re here to help reduce stress, build confidence, and support your path to greater stability—one budget, one review, one step at a time.