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For many employees, the performance review is a conversation they dread. The main reason for this is that the employees’ expectations for the meeting are not met by their manager. As employees it is important to make sure that you take an active role in your performance. Following are some tips to help during the discussion with your manager.

Be well prepared and be ready to provide input - Review past performance review documents; compile key accomplishments you have made during the past year as well as what you have done to develop yourself. If your manager does not request you to provide him or her with input prior to your performance review discussion, then take the initative and send it to them directly.

Practice active listening - During the meeting, maintain good eye contact and positive (and non-defensive) body language. Listen to what your manager has to say and really be engaged in the conversation. Summarize where needed to ensure that you understand.

Ask questions for clarity - Don’t be afraid to ask your manager for examples or to provide more specifics. Remember, this is your meeting. You want to make sure you know and understand the key messages that are being conveyed to you.

Share responsibility and take ownership - Be ready and willing to ask for and receive support from your manager. Tell them what you need to be successful in your current position and to develop yourself for future ones. Also, explain to them what you will do yourself.

Agree upon next steps - This is a great way to wrap up the meeting. Review the next steps and ask to schedule a follow-up meeting. I suggest 2-3 weeks later so that you have each had time to reflect on the conversation and are prepared to discuss implementation of the action plans.

Using these tips can help turn the discussion into one that is valuable and effective. Take the time to plan and prepare for your performance review. You need to be an active participant in navigating your career.

Each year about this time employees participate in a Performance Review with their manager. The review is intended to provide the employee with feedback regarding their prior year’s performance against objectives. For many employees, the performance review is a conversation they dread. The main reason for this is that the employees’ expectations for the meeting are not met by their manager. Surprisingly, a large majority of managers are not well skilled nor are they comfortable with giving feedback and having effective performance discussions. This can have a significant impact on employee engagement and morale.

Use these tips to make the discussion as valuable as possible.

Be well prepared -managers should review notes from previous performance reviews and discussions, stakeholder feedback and employee self-assessments. Be prepared to provide specific examples regarding the employee's work activities.

Keep it private and positive - host the discussion in a quiet, private and comfortable environment.  Keep a positive tone throughout the conversation using good eye contact and body language.

Make it a two-way conversation - focus on making the conversation interactive and ask for the employee's feedback. Manager's should not do all of the talking.

Focus on strengths and identify areas of growth and opportunity - research has shown that employees are more likely to improve in their areas of strengths. Focus 80% of the discussion on strengths and 20% on growth areas. Pick one or two areas that the employee can develop. Then, seek agreement from the employee.

Offer support and agree upon next steps - the employee needs your support and guidance. Ask them how you can help them be successful. Plan a follow up meeting for 2-3 weeks later and discuss implementation and execution in the upcoming year.

Performance reviews don't have to be dreaded or difficult. You can make it a positive experience for both you and the employee by planning ahead and being prepared.

Check back next week for Employee Tips.