Performance review season is just around the corner.

This will either serve as the stepping stone to your next big promotion and/or salary raise or, conversely, a reality check on areas needing improvement.

These moments are typically documented officially by your HR team and are strategic opportunities to align your career trajectory with your longer-term goals.

Navigating them effectively requires insight, self-reflection and preparation. This is not about putting on a show for your manager. It is also not the time to be overly modest and expect your boss to just know what you delivered on. Rather, it is about advocating for yourself while highlighting your contributions, growth and setting the stage for future opportunities.

That said, I continually see so many professionals get this wrong, which keeps them stagnant in their roles without their desired progression.

The #1 thing to avoid is being in a position where you find yourself learning new, constructive feedback for the first time in your review when you never had the chance to action it or improve on that prior.

As much as feedback is a critical component of performance reviews, it should be feedback that has been previously discussed to some degree and in which you are now able to solidify alignment on your next steps in the company.

This is why understanding how to prepare for a performance review is crucial. With the year-end timeframe coming up fast, let's ensure you are ready to make the most of it.

Here's how.

Common pitfalls (and what to do instead!)

As much as performance reviews may bring on a mix of anticipation and anxiety, you must come in prepared with the key messages you want to pass to maximize your target outcomes.

With that in mind, here are 5 mistakes to avoid and how to navigate them instead to set you up for success:

→ Underestimating self-evaluation: It is easy to overlook the importance of self-reflection, but understanding your performance is key to avoid leaving any stone unturned. It also shows that you are committed to your own growth and are tracking your distinct evolution in your role.

• Before the review, ask yourself, "What have I learned this year, and how have I applied it?" For instance, you might say, "I've honed my project management skills, leading to a 15% increase in team efficiency." Additionally, ask yourself "what wouldn't have happened if I wasn't there?". This is a great way of capturing the unique results and impact you specifically created vs. that of your team or other stakeholders.

→ Overlooking accomplishments: Sometimes we forget to celebrate our wins, but your review is the time to shine. Keep a 'brag list' and quantify your success.

• You could note, "My marketing campaign resulted in a 20% boost in leads," or "I streamlined the client onboarding process, saving the company 10 hours per week." Regardless of your role or function, be as data-driven as possible so that your accomplishments are not simply statements founded on emotion, but rather undeniable facts.

→ Reacting defensively: Receiving criticism is tough but resist the urge to get defensive. Approach the review with an open mind, ready to discuss solutions, not justifications.

• If a shortcoming is pointed out, respond with, "I appreciate that feedback. I've recognized this as an area for growth and here's my plan to improve." If you are unclear about the feedback received or disagree with it, you can share more context to support your viewpoint while still remaining open to blind spots you may have missed. If it is a constructive feedback you are hearing for the first time, you can challenge back, ask for specific examples or even request that it not be documented officially in your review until you have had a fair chance to improve in this area.

→ Missing the big picture: Do not get bogged down in the minutiae of your daily tasks. Elevate the conversation by linking your work to the company's vision.

• You could articulate, "By optimizing our email strategy, I've directly supported our goal of increasing digital engagement." The more you can tie your individual objectives and results to those of the company, the more value it brings in positioning you as an ally in supporting the company's mission.

→ Lack of future orientation: A review is as much about your future than it is about your past. Do not miss the chance to set goals and articulate your aspirations. Never leave it for others to assume of you.

• Be prepared to discuss your next steps by saying, for example, "I'm eager to take on more leadership responsibilities, perhaps by spearheading the next cross-departmental project." Show that you have also done your homework as to why you want to move in this direction. This will demonstrate more purpose behind your thought process and garner you more support towards that.

3 strategies to nail your next performance review

1/ Construct your performance narrative

Creating a compelling narrative for your performance review means weaving your achievements into a story that underscores your value and potential.

More specifically, securing your next promotion or advancement goal ultimately comes down to demonstrating your track record in a way that serves as a vote of confidence that you can take on next-level opportunities ahead. You must connect the dots between what you have done and what it means for the company's future vis-a-vis your goals.

This is the strategy my client used that led to securing her Director level promotion and 34% salary raise within just 2 months of working together and having her best performance review yet.

Here are 3 ways you can do this effectively:

→ Document your achievements concretely: Go beyond listing tasks; detail the impact of your work. For example: "This year, I've led our team through a successful product launch that exceeded our sales targets by 30%." Do not simply regurgitate job duties of what you were expected to do. You must elaborate on how you delivered in this and the results it created. Be as quantifiable as possible.

→ Demonstrate how far you have come: For however long you have been in your role, craft your narrative in a manner that shows how you have grown within it. Use before and after examples tied specifically to the nature of your work. Additionally, tie in competencies that would be required at your next level of growth and highlight examples of how you have been delivering on that already. This will help reinforce your perceived readiness for your next move.

→ Integrate company values: Most organizations encourage employees to embrace core values in their work. The more you can show alignment here in how you deliver your work, the more seamless it will be recognized by decision makers in your performance review. For example: "My efforts to enhance customer service align with our corporate initiative to boost customer loyalty, as evidenced by a 40% improvement in our customer satisfaction ratings."

Pro tip: Gather accolades you have received over the past few months that you can use as verbatim examples in your performance review. This is a great way to highlight your value while showcasing the impact you have had on others.

2/ Demonstrate a growth mindset

Your review is a chance to show that you are not just working but more importantly, growing. Discussing your trajectory with specific examples will illustrate your commitment to your professional development.

Tie this into the company vision and their top priorities as well so that there is a clear synergy on the way you want to progress and the direction the company is headed.

Here are 3 ways to help you shine here:

→ Show your progress: Reference past feedback received and your responses to it. For example: "Following last year's review, I took your advice to enhance my data analysis skills, which paid off in optimizing our monthly reporting process, allowing for 30% time savings." By acknowledging and acting upon feedback, it shows your manager that you take your growth seriously and want to remain in control of your progression.

→ Seek feedback beforehand: Performance reviews should not be the first time you are bringing up advancement goals or career growth conversations, nor should it be the first time you are hearing a new piece of constructive feedback. Leverage moments prior to this review to engage with your peers and leaders to gauge your performance. You can then also highlight this in your review to show your thoughtfulness and proactivity. For example: "I sought out John's expertise to refine my negotiation skills, which has been instrumental in closing two major contracts this quarter of $100,000 each."

→ Share your perceived growth opportunities: Walk through the areas you would like to further develop or be exposed to in the next phase of your career growth at the company. Do not be shy to ask for trainings or to be more involved in certain areas that will allow you to focus more energy here. You can also take initiative to do this beforehand and update your manager prior to your review. For example: "I've enrolled in a leadership workshop to sharpen my team management skills, ensuring I'm equipped to take on more complex projects."

3/ Remain forward-focused

Approach this meeting with a vision for your career and specific ideas about how you can continue to contribute to the company's success.

You never want to leave a performance review feeling ambiguous or unclear on what your path forward is. It is your job to ask the right questions and steer the dialogue to get that clarity.

Here are 3 approaches to implement this:

→ Set clear goals: Instead of only relying on your boss to share future goals for you, come proactively with what you hope to accomplish next. You can outline what you aim to achieve and how it benefits your team and the company. Ensure you get complete alignment on your goals as well as your measurements for success in those goals.
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For example: "My goal for the coming year is to lead a cross-functional team to break into X new market, which aligns with our division's objective to further grow market share in X region. I'd like to align on a plan to support this direction for me."

→ Be explicit about what you want: Suggest initiatives that align with your career path and the company's needs. This is especially important if you are considering changing functions or departments and need to plant the right seeds to get that support in making it happen.
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Aligning on timelines is critical here as you want to confirm that what you envision in terms of timing is in line with that of your key decision makers. You also want to validate that this path forward is one that is likely to happen for you vs. one that is faced with much resistance.

→ Prepare the transition plan: If you are on the verge of taking on a new role or promotion, help facilitate this transition with your manager in your performance review. Share how you will help with reorganizing work tasks or training others as you shift roles so that nothing falls through the cracks.
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Do not make yourself become so invaluable that your team cannot afford to lose you. Peak performers understand this extremely well so that they do not stay in roles longer than needed out of convenience for the team's needs.

[Check out my free LinkedIn Learning nano-course on Nano Tips to Fast-Track Your Career]

How will you plan for your next performance review?

Remember, this is an opportunity not just to reflect on your past achievements but to actively shape the narrative of your future ambitions. With thoughtful preparation and a clear vision, you can transform this review from a routine meeting into a pivotal career development moment. You are not only ready to discuss where you have been; you are prepared to share where you are going and how it aligns with the growth and goals of your organization.

You've got this!