Not a fan of self-reflection? It might be time to learn…
No matter how well you’re doing in your current role, the idea of a work appraisal can feel a little daunting. Besides wondering if you’re living up to expectations, it isn’t always easy to stay objective about your career – especially if you find it hard to take on feedback.
But performance reviews for employees don’t have to be a source of stress. In fact, they’re a valuable chance to highlight your achievements, discuss your future, and get the support you need to grow.
To make sure you’re making the most of your next job appraisal, here’s everything you need to know:
What is an appraisal?
A work appraisal or job appraisal is a formal meeting, usually held by a manager, to discuss your performance at work over a set period. They’re a core part of the evaluation of employee performance.
They’re generally carried out on a quarterly or six-monthly basis, and they give you a dedicated space to review your objectives and goals, and talk about your ambitions.
This allows you and your manager to work out the best ways to build your career in line with the company’s objectives.
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What is the purpose of an appraisal?
Think of a development appraisal as a two-way street. It’s a chance for your employer to check your progress, but it’s also your opportunity to talk about your own development and job satisfaction.
Here are just a few reasons why a workplace performance review is so important:
- Acknowledge achievements: Your successes and hard work can be officially recognised.
- Review career direction: Your career path and salary will usually be reviewed.
- Assess objectives: Responsibilities and goals can be evaluated and adjusted if needed.
- Resolve issues: Any problems or challenges you’re facing can be openly discussed and addressed.
- Pinpoint improvements: Areas for development can be identified in a supportive way.
- Arrange support: Training needs can be discussed and planned to help you reach your goals.
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What does an appraisal involve?
The exact format of a job performance review will vary from company to company, but the overall process will usually cover the same ground.
Here’s what you should expect:
The written part
This is usually a form or document given to you before the meeting. It will have a number of questions about your achievements, performance against objectives, and future goals. It’s also a good idea to read up on your company’s mission statement and your job description to ensure your goals match up.
The spoken part
This is a formal meeting that takes place after you’ve completed the written part. It’ll usually involve you and your boss discussing what you’ve written, alongside their thoughts on how you’re doing. This conversation will cover areas that need improvement as well as potential opportunities for promotion.
What questions could be asked in an appraisal?
The questions you’re asked will vary, but they’ll generally cover how you feel about your own performance and objectives. You’ll usually receive them before your appraisal too – giving you a chance to think about your answers.
Here are a few common examples:
What are your biggest achievements this year?
How to answer it: Once you’ve written down all of the big projects, tasks, or assignments you’ve completed – highlight what areas you felt went best. Then, use measurable examples (e.g. ‘improved bounce rate by X%’) to back up your claims. It’s also a good idea to cover what you found difficult, as overcoming problems is often an achievement in itself.
How would you rate your performance?
How to answer it: This question could be asked alone, or with more detailed counterparts that measure more specific abilities (e.g. meeting deadlines, teamwork, etc.). The key to answering it well is to simply be honest. Rating yourself higher (or lower) than you deserve will only contradict what your manager already knows. Because remember: they’re rating you too. Just make sure you explain the reasoning for any underperforming areas, and how you plan to turn things around.
What objectives would you set for yourself?
How to answer it: This is your chance to talk about your career goals. Firstly, discuss your successes and current skills, then think about the skills you need to gain or build on in order to work your way up – explaining how they’d be a helpful addition to the company. Mentioning any new responsibilities or projects that you’re keen to take on is also a great way to show your enthusiasm – not to mention highlight your potential for a promotion or pay rise.
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What is a 360 degree appraisal?
Whilst most appraisals will be between you and your manager – some will require other members of the team to voice their views on your performance. This is known as a 360 degree appraisal or 360 degree feedback.
This approach allows your manager to accurately recognise how well you work with others. It’s also particularly effective at recognising (and consequently resolving) any disputes or potentially rocky working relationships.
How does it work?
Usually, your manager will get in touch with the colleagues, customers, or suppliers you work closest with, asking them various questions about your performance and their experience working with you.
These are then generally fed back to you anonymously (so there are no risks of repercussions), and discussed in your one-to-one meeting.
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How to prepare for an appraisal
It’s vitally important to prepare well in advance of your work appraisal.
Not only will this reinforce your enthusiasm and interest in doing well, but it’ll also allow you to voice any concerns, requests, or achievements that you think may have been overlooked.
Here are a few of our top tips on how to make the most of it:
- Make notes in advance: Jot down key points you want to discuss so you don’t forget anything important.
- Take accountability: Own both your achievements and your mistakes. It shows maturity and a willingness to learn.
- Don’t undersell your successes: This is your time to shine. Be proud of what you’ve accomplished.
- Think about the future: Have a clear idea of where you want to go in your career and what you need to get there.
- Make negative comments constructively: If you need to raise issues, focus on solutions, not just problems.
- Stay focused: Keep the conversation centred on the purpose of the meeting – your performance and development.
- Don’t compare yourself to others: Your appraisal is about you and your journey, not your colleagues.
- Be objective and open to feedback: Listen to all feedback, both positive and negative, with an open mind.
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Evaluation examples for employees
Looking for some practical phrases to use in your self-evaluation? Here are a few review examples to get you started:
On achieving goals
- ‘I successfully completed the X project, which resulted in a 15% increase in team efficiency.’
- ‘I met and exceeded my sales target by 10% this quarter.’
- ‘While I faced challenges with Y, I developed a new process that helped overcome the obstacle and delivered the project on time.’
On teamwork and collaboration
- ‘I actively contributed to team meetings and supported my colleagues on the Z project, leading to positive feedback from the team lead.’
- ‘I collaborated with the marketing department to create a joint campaign, which improved our cross-departmental communication.’
On areas for development
- ‘I would like to improve my skills in data analysis and have identified a relevant course that could help.’
- ‘I recognise that I need to be more proactive in leading projects and would welcome the opportunity to take on more responsibility in the next quarter.’
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Frequently asked questions
What’s the difference between an appraisal and a one-to-one?
While both involve a meeting with your manager, an appraisal is a more formal, structured review of your performance over a longer period (like a quarter or a year). A one-to-one is typically a more frequent, informal check-in to discuss ongoing work, progress, and any immediate roadblocks.
What should I do if I disagree with my appraisal?
If you disagree with feedback, it’s important to remain calm and professional. Ask for specific examples to better understand your manager’s perspective. You can then provide your own evidence or context. If you still feel the evaluation is unfair, you can ask for a follow-up meeting or speak to HR about the company’s formal process for handling disputes.
Can I ask for a pay rise in my appraisal?
Yes, an appraisal is often the perfect time to discuss your salary, especially if you can demonstrate that you’ve taken on more responsibility or consistently exceeded your objectives. Prepare by researching average salaries for your role and have a clear list of your achievements ready to justify your request.
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Final thoughts
Acing your appraisal can be a huge confidence booster and a stepping stone to your next big opportunity.
By understanding the process and preparing properly, you can turn your next performance review into a powerful tool for career growth.
Whether you’re looking for a promotion or seeking a new challenge elsewhere, a strong appraisal can help you get there.
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