Let’s face it, no one likes performance reviews. They make many workers overly anxious, they’re usually over critical, and unfortunately, they can be unexpected. Additionally, 55% of U.S. workers think that performance reviews are inaccurate. None of this helps an employee be better; it just discourages them and doesn’t give them the feedback they need. 

So, although performance reviews are inevitable for many U.S. workers, how can you avoid the bad parts as much as possible and optimize yourself, as well as your work? How about doing an inward check?

What is an inward check?
An inward check is a way of looking back at yourself. Don’t just look at your corporation and your consumers–look within yourself. Although it’s easier to blame the manager or the co-worker, taking a look at yourself gives you a different perspective. Plus, you may need to shift your own attitudes to drive your career forward.

Why is it important?
An inward check is important because it allows you to anticipate what your performance review might cover. It’s also gives you a chance to verify how you view yourself versus how others do. For example, you know that you achieved five goals this quarter, but does your manager? Conversely, does your manager only know of the low points in your performance? It’s up to you to keep everyone, including yourself, informed.

By knowing exactly how you view yourself as opposed to how others do, it provides a fodder if review doesn’t go well. Essentially, you’d know exactly where to go if you’re faced with a performance review nightmare.

How can I perform an inward check?
Ask yourself simple questions: Do you understand the company’s goals? Are the company values clear in your mind? Have you set goals for your career? Pull together your answers and then ask yourself some follow-up questions: Where do you fit in with this company? What changes do you want to see in yourself?

Ultimately, you’ll establish who you want to be as a worker and where you want to go, which you can later relay in your performance review. For instance, if your manager asks what you want out of your role in the future, you can state your goals and how you’re going to get there. So, while many performance reviews can be unpredictable, you can ultimately avoid those awkward “why are you important” moments because you analyzed yourself and your role beforehand.

What do you think? Have you ever performed an inward check before a performance review? Was it helpful? Share your thoughts in the comments below!

For more helpful tips, tricks, and advice, download our FREE eBook, The Gen-Yer’s Guide to Surviving Your Performance Review!