The year-end rush is here, and as an HR professional, I think of three big initiatives: company parties (why does HR always plan these?), open enrollment, and, of course, performance reviews. Reviews can feel daunting, but I like to remind my colleagues that they’re an opportunity to reflect, celebrate wins, identify growth areas, and plan for future goals.
Here are three ways to get proactive with your review prep to help accelerate your career development.
One of the best tips I received early in my career was to document everything—not just HR-related tasks! If I can’t remember what I had for lunch last Wednesday, how can I expect to remember all the great things I worked on over the review period? It’s as easy as creating a document and setting reminders to update it weekly. It only takes a few minutes to complete, as long as it’s filled out consistently, and it provides the employee with a wealth of information to include in their review.
I’ve always had a list of skills I want to learn, and if ideas run low, I revisit past reviews to identify areas for improvement. With AI on the rise, there are many opportunities to pick up new skills or improve existing ones. Recently, I learned the full potential of Excel formulas, which has saved me time and boosted my work quality. There are also affordable courses that are widely available (LinkedIn Learning, industry associations, Udemy, etc.), or you might have access to a professional development stipend through your employer — like we do at JDM — for courses, conferences, books, and memberships.
So now that you’ve finished writing your review, you’re all done with review prep, right? Not quite. I like to encourage others to prepare questions, brainstorm potential future goals, and identify opportunities to pursue in the coming year. The review conversation should be a time for reflection and growth. When your manager asks, "Where do you see yourself in 1, 3, or 5 years?" It’s not a quiz—they want to align with you and support your goals.
Ultimately, the best reviews aren’t just lookbacks; they’re opportunities for you and your manager to chart a course that will benefit both parties. Do a little legwork beforehand, and chances are you’ll emerge from your review with a plan to make your next one even better.