Thing You Should Keep to Yourself During a Performance Review

• Rachael Powell
• December 18, 2020
• Newsletter Article

Performance review time of the year could be one of my favorites, though that might not be a common thought, hear me out! I love wrapping up a year, looking forward to the next, reflecting about what happened in the previous year and goals for the coming year.

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Performance review time of the year could be one of my favorites, though that might not be a common thought, hear me out!  I love wrapping up a year, looking forward to the next, reflecting about what happened in the previous year and goals for the coming year.  With that said, a performance review is a great time to discuss the year in length, though hopefully you’ve been doing that all along.  As you plan out topics you’d like to discuss, there are a few items that you may consider leaving out of the conversation.  

 

1. Office Gossip – Office gossip could be an easy one to slip out when having a performance review. Engaging in office gossip, especially during a performance review may reflect negatively for you. It is best to keep the latest gossip for the water cooler, or better yet refrain altogether.  
2. Other Colleagues – Unless you want to brag on others who have helped you throughout the year, throwing off on other colleagues may make it look like you are looking to throw off on others. Demonstrating how you have worked with others to accomplish goals throughout the year will prove that you are a team player.  On the other hand, if you mention that others are the reason you were not able to accomplish goals, this may look like you are looking to make an excuse rather than take responsibility.  
3. That you intend to leave your position. Looking to leave your position after your performance review? That might be some information best not shared.  
4. Items that don’t pertain to your role.  Not a fan of the coffee creamer?  Unhappy with the location of your office? Maybe address those items at another time.  The performance review is a time to focus on your position from the previous year and not items that don’t directly pertain to your role.  

 

A performance review can and should be a positive conversation between you and your supervisor that allows you to recap the previous year and focus on areas of growth.  By keeping the conversation on these items, you’ll be sure to shine as a positive team player for your organization.