S5 Ep10: Shine in Your Performance Review: The Ultimate End-of-Year Career Prep

Welcome to Your Path to Career Success! I’m Kathryn, and I’m so excited to have you join me for this episode.

Performance reviews are just around the corner, and whether you’re excited to highlight your achievements or feeling anxious about the process, this episode is here to help you shine. I’ll guide you through the ultimate end-of-year career prep to ensure you stand out and feel confident walking into your review.

Why does this matter? Because a well-prepared performance review can do more than just highlight your achievements—it can set the stage for your growth, align your goals with your organisation’s vision, and showcase your value. It’s your opportunity to own your narrative and position yourself for career advancement.

In this episode, you’ll learn how to:
•Reflect on your accomplishments and communicate your impact clearly.
•Align your goals with your company’s vision to demonstrate strategic thinking.
•Navigate challenging feedback and turn it into a roadmap for growth.
•Confidently highlight your professional development and skill-building efforts.

So, grab a pen—or relax with your favourite drink—and let’s break down how to ace your performance review with confidence and clarity.

✨What’s one achievement you’re most proud of this year, and how will you showcase it to your manager?
Share your thoughts in the comments or email me at kathryn@thecareerowl.co.uk!

What next?
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Stay tuned for more strategies to navigate the twists and turns of your career path.

#CareerSuccess #PerformanceReviews #CareerGrowth #YourPathToCareerSuccess

Useful Resources
Free Tool
•Download the FREE Performance Review Prep Sheet to help you map out your achievements, plan your messaging, and set actionable goals for 2024.

Books and Frameworks
•Radical Candor by Kim Scott – A must-read for understanding how to receive and give feedback effectively.
•The First 90 Days by Michael Watkins – Perfect for aligning your vision and goals with organisational expectations.

Freebie
•Your First 30, 60, 90 days in a new role First 30,60,90 days in a role - THE CAREER OWL

Let’s make this performance review season your most successful yet—together!

Transcript

Welcome to Your Path to Career Success! I’m Kathryn, and you’re in for a treat—because today, we’re diving into a topic that’s perfect for this time of year: Performance Reviews.

Yes, it’s that time of year when performance reviews are around the corner, and we all want to make sure we’re not just prepared, but ready to shine. Whether you’ve been looking forward to your review or feeling a little anxious, I’ve got you covered.

🎯 And, to help you get organised and set yourself up for success, I’ve created a Performance Review Prep Sheet that you can download right now. It’s packed with tips to help you showcase your impact, reflect on your growth, and set goals for the year ahead.

But before we jump in, I invite you to grab your favourite beverage, find a comfy spot, grab a notebook or just sit back and relax.  

So, let’s get into it! Here’s how you can walk into your performance review with confidence and clarity this holiday season.

Step 1: Reflect on Your Year
Alright, let’s start with reflection—something that, if we’re honest, we often skip over in the rush to hit deadlines and keep things moving. But taking a moment to look back on your year is the foundation of a strong performance review. 

So, what does that really look like?

Think about your biggest wins. 
What stood out as a highlight in your work this year? It could be a project you led that was a huge success, a goal you smashed ahead of schedule, or maybe even a personal challenge you overcame that improved your leadership skills. These are the moments you want to remember and talk about during your review.

Now, don’t just keep this at a high level—get specific. For example, don’t just say, “I led a successful project.” Instead, think about what made that project a success. Was it delivering on time and under budget? Did you manage a team of diverse stakeholders and keep them all aligned? Maybe the project led to a direct revenue boost or improved team efficiency. Whatever it is, break it down so your achievements are clear and measurable.

Here’s a tip: quantify your impact wherever possible. Numbers have a way of making your contributions stand out. For instance, if you managed to cut costs by 10%, increased sales by 15%, or reduced the time needed for a specific process by half, these figures will grab your reviewer’s attention. Not only does it show your effectiveness, but it gives your review a more concrete, results-driven tone.

But even if your achievements don’t always involve numbers, don’t worry. Think about the qualitative impacts. Maybe you streamlined a process that boosted team morale or built a new customer relationship that helped with retention. It’s about capturing the value you’ve brought, not just in metrics but also in the broader ways you’ve contributed to your team and organisation.
Here’s a fun little exercise: grab a piece of paper or open a digital note and start jotting down your wins. Try to come up with at least 3 to 5 highlights from this year. Once you’ve got your list, ask yourself:
• What made this a success?
• How did I contribute to this outcome?
• What skills or qualities did I demonstrate in these moments?

That’s the stuff that’ll really show off your growth during your review.

And, as you’re reflecting, don’t forget the challenges you faced and overcame. 
Did you tackle a tough situation? Maybe you took on a role that was outside of your comfort zone and nailed it. This is your opportunity to show that you can adapt, grow, and handle tough situations, which is equally important.

Step 2: Align Your Goals with the Bigger Picture
Performance reviews aren’t just about looking back on what you’ve accomplished—they’re also a chance to look ahead. This is your opportunity to showcase your future growth and how you’re planning to contribute to the bigger picture of your organisation.

When you walk into that review, you want to make it clear that you're not just thinking about the next few months, but about how you can grow and evolve in line with the company’s broader goals for 2025 and beyond. So, how do you make sure your personal aspirations align with the bigger organisational mission? 

Here’s how:
Start by understanding the company’s strategic direction. 
What are the top goals for your organisation in the coming year? 
Are they looking to expand into new markets, improve customer retention, or roll out new products or services? 
These objectives are the big picture, and your role in helping achieve them is key. The more you understand where the company is heading, the easier it will be to set goals that support that journey.

Now, think about where you fit in that picture. 
How can you contribute to these goals? 
If the company is aiming for growth, maybe your goal could be to drive more sales, build stronger relationships with clients, or improve operational efficiency in a way that frees up resources for other initiatives. If the focus is on innovation, perhaps you could set a goal around leading a team to explore new technologies, or improving processes to encourage creativity and efficiency.

Here’s a tip: When setting your goals, try using the SMART framework. You know, Specific, Measurable, Achievable, Relevant, and Time-bound. This framework helps turn your goals from vague aspirations into actionable steps that clearly show how you’re moving the needle. For example, instead of saying, “I want to help my team work better together,” a SMART goal might be, “I will implement bi-weekly feedback sessions to improve team communication and collaboration, aiming for a 20% improvement in project delivery times by the end of Q2 2025.”

Also, think about personal development goals that complement the company’s objectives. For example, if leadership development is a priority for your organisation in 2025, set a goal to participate in leadership training or take on a mentorship role. Show that you're not only focused on what you can do now, but also on how you can be a long-term asset to the company by developing the skills and mindset that align with its future needs.


This is also where you can show your readiness for taking on more responsibility. Leaders love seeing that you’re thinking ahead and ready to step up. If there’s an area of the business you’re interested in, or a challenge that’s coming down the line, highlight it in your review. For instance, you might say, “I’ve been following the company’s push to expand into new markets. I’d love to take on more responsibility in the sales team to help drive that expansion by identifying new business opportunities in these regions.”

Why This Matters to Leaders
When you align your goals with the company’s objectives, you’re showing that you understand the broader vision and that you’re committed to growing alongside the company. This is something that every leader appreciates. It signals that you're thinking strategically and that you’re motivated to contribute to the company’s long-term success—not just in your current role, but as a future leader within the organisation.

By focusing on the future and aligning your personal growth with the company’s direction, you’re not only preparing for your performance review—you’re also setting yourself up for career advancement and making it clear that you’re an integral part of the bigger picture. Plus, your reviewer will see that you’re forward-thinking and driven by a sense of purpose, which is always a strong impression to leave!

Step 3: Showcase Your Development
One of the most powerful aspects of your performance review is the chance to highlight how much you’ve grown. It’s not just about what you’ve achieved, but also about how you’ve developed as a professional. After all, companies aren’t just looking at your current skills—they’re looking at your potential and your ability to take on more in the future.

So, how do you showcase your development? It starts with thinking beyond your day-to-day responsibilities. Consider the skills you’ve built, the challenges you’ve overcome, and the areas where you’ve made real progress this year.

First, take a moment to reflect on the skills you’ve developed. Were there any specific skills you set out to improve this year? Maybe you worked on strengthening your leadership abilities, honed your project management skills, or took on new technical expertise. For example, perhaps you took a course in data analytics or became proficient in a software tool that’s essential for your role.

The key here is to be specific. Think about how these skills have helped you be more effective in your role. Instead of just saying, “I’ve improved my communication skills,” you could say, “I’ve improved my communication by leading team presentations and delivering clear, concise reports to senior management, resulting in better decision-making and project alignment.” This gives your development a real-world context, showing the direct impact on your work and the organisation.

Next, think about the challenges you’ve overcome. What obstacles did you face this year, and how did you handle them? Were there any moments when you stepped out of your comfort zone? Perhaps you took on a project with tight deadlines or led a difficult team through a challenging period. Talk about how you managed those situations, what strategies you used to navigate them, and what you learned in the process. Overcoming challenges is a big part of development, and sharing these experiences shows that you’re resilient and able to grow through adversity.



Here’s a little exercise: write down a few of the biggest challenges you faced this year and the specific ways you handled them. Maybe you had to manage a conflict within the team or adapt to unexpected changes in a project. Think about how you reacted, what you learned, and how you’ve grown as a result.

Now, let’s talk about mentorship and coaching. Have you had the opportunity to receive coaching or mentoring this year? This is a great area to highlight in your review. If you’ve worked with a mentor or coach, think about how their guidance has shaped your development. Perhaps they’ve helped you improve your leadership style, make more strategic decisions, or build stronger relationships with your team. Sharing how you’ve benefited from this support shows that you’re open to learning and dedicated to personal growth.

If you haven’t had formal coaching, don’t worry. Maybe you’ve sought out feedback from your manager, or you’ve had informal mentoring from colleagues or peers. Any type of development—whether formal or informal—counts, and it’s all valuable to share. It shows you’re actively working on developing your leadership effectiveness, which is crucial if you’re aiming for career growth.

Here’s a helpful tip: When discussing your development, focus on the results. It’s great to talk about skills and challenges, but it’s even more powerful when you can connect these to real outcomes. For example, “Through the coaching I received on time management, I was able to reduce my project delivery time by 15%, which helped our team meet deadlines more consistently.”

Key Takeaway: When you showcase your development, you’re demonstrating that you’re investing in yourself, which, in turn, benefits the company. Leaders want to see that you’re committed to evolving, whether that’s through improving technical skills, overcoming challenges, or becoming a better leader. So, take some time to reflect on your journey, identify the areas you’ve grown in, and be ready to speak about them with confidence. Your development is a key part of your performance review and a great way to show your potential for the future.

By expanding on your growth and development, you highlight not just the work you’ve done but how you’ve evolved as a leader and a professional, which makes a significant impact on how you’re perceived during your performance review.

Step 4: Prepare to Set New Goals
As the year winds down, it’s the perfect time to reflect on what you’ve accomplished and, equally important, to set your sights on the future. Setting new professional goals for the year ahead can not only help you stay on track, but it can also demonstrate your commitment to growth and your focus on achieving tangible results. This isn’t just about filling out a to-do list; it’s about shaping your career trajectory in a way that aligns with both your personal aspirations and your organisation’s broader objectives.

But how do you set goals that really matter? The answer is simple: use the SMART goal framework. This tried-and-true method makes sure that the goals you set are clear, actionable, and impactful.

1. Specific
Start by being clear and detailed about your goals. Rather than setting a vague goal like, “I want to improve my skills,” try something like, “I want to improve my project management skills by learning new software tools and successfully leading two high-priority projects in the first half of 2025.” By being specific, you know exactly what you’re working towards and how to measure your progress.


2. Measurable
It’s essential that your goal has a clear way to measure success. This doesn’t just mean numbers, though they are helpful. It could also be about tangible outcomes. For example, “I want to increase customer satisfaction by 15% by improving communication processes and reducing response times,” gives you a clear metric to track your progress. The measurable part is key because it ensures you can review your achievements and recognise the tangible results of your efforts.

3. Achievable
While it’s great to aim high, your goals should also be realistic. Think about what’s actually possible given your current role, resources, and time constraints. If your goal is too big or unattainable, it could become overwhelming or demotivating. So, make sure you stretch yourself, but don’t set yourself up for failure. For instance, if you’re currently in a junior position but aspiring to become a manager, a more achievable goal would be, “Take on one new leadership responsibility per quarter to build my management experience” rather than jumping straight to a management role.

4. Relevant
This is where you ensure that your goals align with your broader aspirations and your organisation’s vision. If the company is focusing on innovation, for example, a relevant goal might be, “Lead a cross-functional team to explore and implement new digital tools that streamline customer interactions.” By aligning your goals with the company’s priorities, you not only show that you’re focused on your personal development, but also that you’re committed to contributing to the larger mission.

5. Time-bound
Finally, give yourself a deadline. Without a timeline, goals can easily slip to the bottom of your to-do list. Having a time frame creates a sense of urgency and helps you stay motivated. For example, “Complete leadership training by March 2025” or “Deliver a project update presentation to senior management by June 2025” ensures that your goals don’t remain in the abstract but instead are anchored in concrete timeframes.

Why Setting SMART Goals Makes You Stand Out
Setting SMART goals not only ensures that your targets are achievable, but it also shows that you’re intentional about your growth. When you set clear, structured goals, you demonstrate to your manager or leader that you’re forward-thinking, organised, and most importantly, driven by results.

Aligning your goals with both your personal aspirations and your company’s broader objectives is a powerful way to show that you're not just working for the present, but actively thinking about how you can grow within the organisation and contribute to its success in the long term. This also positions you as someone with leadership potential, as leaders are always focused on growth—not just for themselves, but for the organisation as a whole.

Additionally, by articulating clear goals, you create a roadmap for yourself. This not only helps you track your progress but also gives you a clear way to celebrate your achievements along the way, which boosts motivation and engagement.

Pro Tip:
One of the best ways to stay on track with your goals is to check in regularly. You don’t need to wait for your next performance review to assess your progress. Schedule monthly or quarterly check-ins with yourself to see how you’re doing. If you’re on track—awesome! If not, adjust your approach. 

This is your career, and you get to drive the direction.

By setting SMART goals for 2025, you’re not only preparing yourself for a successful performance review, but you’re also setting yourself up for a year of meaningful progress and growth. Whether you’re looking to climb the career ladder, take on new challenges, or build stronger skills, clear goals will help you stay focused, motivated, and ready to shine.

Conclusion
And that’s it! 

As we wrap up today’s episode, remember that performance reviews are not just about reflecting on the past—they’re a chance to take control of your future. By reflecting on your achievements, aligning your goals with the bigger picture, and showcasing your development, you’re setting yourself up for success in the year ahead. Setting SMART goals is a powerful way to ensure that you’re not only focused on your personal growth but also contributing to the success of your organisation. 

So, as you prepare for your upcoming review, take the time to plan ahead, be intentional with your goals, and step into 2025 with confidence. If you need a little extra help to prepare, don’t forget to download my performance review prep sheet—your roadmap to showcasing your impact and setting yourself up for an even brighter future. 

If this episode lit a fire within you, hit that subscribe button, share the love with a review, and spread the wisdom with your friends and coworkers. Alternatively follow me on LinkedIn Kathryn Hall “The Career Owl”.

Thanks for tuning in, and I’ll see you next time on your path to