How to nail your appraisal

How to make an annual review work for you

We offer some top tips to make the most out of your performance review.

Appraisals aren’t just about your boss deciding whether you’re doing a good job. At their best, they’re a chance for you to reflect on your progress, showcase your achievements, and shape the direction of your career. They’re also a key moment to highlight your value, position yourself for promotion, and have a meaningful conversation about your development.

Of course, not every manager handles appraisals well and a poor manager can make the process feel like a tick-box exercise. But even then, your appraisal can be what you make of it. The key is to go in with purpose, clear goals, and evidence to back them up.

Top tips to nail your appraisal

• Prepare with intention
  Think ahead about what you want from the conversation. Is it a pay rise? A new project? A development opportunity? Clarity about your progression? Be clear on your goals and the arguments you’ll use to support them.

• Bring evidence of your wins
  Don’t just list what you’ve done. Show why it matters. Frame your achievements in terms of the impact on your team, department, or organisation. For example: “By leading X project, I helped us deliver ahead of deadline and saved the team Y hours.”

• Shape the feedback you receive
  If your appraisal includes 360-degree feedback, think about who you’d want to contribute. Can you suggest colleagues who have seen you at your best, and who will give constructive, balanced feedback?

• Anticipate big-picture questions
  Appraisals often include prompts like “Where do you see your role going?” or “How long do you want to stay here?” Have a considered answer that shows ambition, even if you’re unsure of the exact path.

• Think about your boss’s priorities
  Appraisals aren’t just about you; they’re about how you contribute to your manager’s success, too. Reflect on what they value most, and how you can position yourself as someone who helps them achieve their goals.

• Prepare for difficult feedback
  Not everything will be positive. Think ahead about areas where criticism might come up and how you’ll respond constructively. Show you’re open to learning, and if you can, bring examples of what you’re already doing to address those points.

• Be proactive in setting your goals
  Appraisals are usually where goals for the next 6–12 months are set. Don’t just accept whatever is suggested. Come prepared with ideas that align with what you want to develop, learn, or achieve. This way, your goals not only meet organisational needs but also move you closer to where you want to be in your career.

So, an appraisal is an opportunity to take control of your career story. Go in with purpose, preparation, and confidence - and you’ll turn it from a once-a-year meeting into a meaningful step forward.

If you’re an employer and keen to prepare your managers and other employees for appraisals, I deliver workshops on maximising your appraisals, goal-setting, and coaching as a line manager, so that your managers approach management milestones such as appraisals with a coaching toolkit. Get in touch via my webpage for enquiries.