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Bài đọc · ~146 từ
AAn annual performance review can feel stressful, especially for employees who are unsure what their manager actually thinks of their work during the rest of the year. Many workers only hear detailed feedback once, during this single meeting.
BCareer coaches suggest keeping a short list of achievements throughout the year, rather than trying to remember everything right before the review. A list written down at the time is far more accurate than relying on memory months later.
CDuring the review itself, asking specific questions helps more than staying silent. A question like "What is one thing I could improve this quarter?" usually gets a clearer, more useful answer than simply agreeing with everything the manager says.
DAfter the review, setting one or two concrete goals for the next few months, rather than many vague ones, makes it easier to show real progress at the next review.