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How to Handle a Performance Review
Authored by Kristen Wilhelm | Friday, September 4, 2026
Performance reviews can bring up a lot of discomfort and uncertainty, but they’re also an opportunity to reflect on your accomplishments and think about where you want to grow. Use these discussions as a chance to have a meaningful conversation about your progress and your professional development.
Not sure how to prepare for a performance review? Consider these tips:
1. Come prepared to talk about your accomplishments. Don’t assume your manager remembers everything you’ve accomplished since your last review. They may have a general sense of your contributions, but specific results can easily get lost in the day-to-day. Before your review, take some time to identify the work you’re most proud of. Think about:
• Projects you completed or helped move forward
• Problems you solved
• New responsibilities you took on
• Ways you supported your team
• Skills you developed or strengthened
2. Be honest about challenges. While it’s great to acknowledge what went well, don’t be afraid to discuss areas where you might have struggled. It’s hard to be vulnerable and admit difficulties, but it’s better to address a challenge than pretend it didn’t happen at all. Being open about areas where you’ve had difficulty demonstrates self-awareness and gives you an opportunity to show how you’ve learned from those experiences. Remember: no one is a perfect employee.
3. Listen to feedback before responding. A difficult part of a performance review can be hearing feedback you weren’t expecting. If your manager brings attention to an area for improvement, resist the urge to immediately justify and defend yourself. Take a moment to listen and understand what they’re saying. You can ask questions to further clarify the circumstance and approach things with curiosity but never engage with hostility.
4. Separate intent from impact. Sometimes your intentions and the way your actions are experienced by others don’t match. For example, you may intend to give someone more autonomy, while they experience it as a lack of support. When you receive feedback about your actions, consider both sides. You don’t necessarily have to agree with every piece of feedback, but understanding the impact of your behavior can help determine whether something needs to change.
5. Leave with clear next steps. Before the conversation ends, make sure you understand what happens next. If you discussed areas for improvement, clarify what you should focus on and how progress will be measured. If you established new goals, make sure you understand the expectations and timeline. A performance review should lead to clear action, so if you are unsure of the next steps to take, don’t be afraid to ask for guidance.
On the day of your performance review, come prepared and be ready to listen. As you receive feedback, remind yourself that constructive criticism is an opportunity to strengthen your work. Approach the conversation with an open mind and a willingness to learn, and let the review be a chance to identify areas for growth so you can take the next step in your professional development.