Annual review


The time has come for your appraisal! Your annual review is getting closer by the day and it is time for you to prepare everything. Although it may be considered as difficult, this exercise is just as important for the employee as it is for the manager. Your annual review is the moment to discuss and plan the upcoming months.


What are the main aims of the meeting?

  • Evaluate the employee’s ability to fulfil business needs for a particular position.
  • Analyse what has been achieved and any difficulties that were encountered since the last meeting.
  • Identify points the employee can improve on and how they should do so.
  • Present the main goals for the next period and the targets that have been set to reach them.
  • Discuss the employee’s career in general: how they may like to evolve and any training needs.


What are the main challenges for the manager and the employee?

The main challenges for the annual review are often the same for the manager and the employee: head in the same direction in a positive and constructive way!

For the manager :

  • Create a feeling of trust from the start of the interview to make sure that the conversion is constructive
  • Know how to appreciate the employee’s global level of performance based on set targets, success in designated missions and command of key knowledge for the position
  • Evaluate how motivated the employee is, the extent to which they are involved in the company and their expectations
  • Advise the employee in their professional development by helping them identify what they like doing, what interests them and ways in which they can develop their skills to get where they want to go
  • Use the annual review as a real human resources management tool to provide valuable information on topics such as training, evolution (cross-disciplinary or hierarchical), managing careers etc.

For the employee:

  • Be able to evaluate themselves and look back at the period since the previous meeting
  • Accept criticism and advice from their manager to reach their maximum potential
  • Commit to targets for the next period and the means to achieve them
  • Share professional aspirations with their manager and any training that they would like to do
  • Strengthen the relationship with the manager by sharing how they feel in the position and their needs.


Our advice:

  • Come prepared and don’t rely on improvisation!
  • Write down everything you have accomplished professionally: give concrete examples using figures and documents
  • Read your last review and draw up a table comparing the targets that were set and the results that you achieved
  • Assess your successes and failures by asking yourself the following questions: What results were obtained? How did you achieve these results (e.g. analysis, creating dashboards, benchmarks etc)? Which skills did you use? How far were you from your targets?
  • Have a positive and constructive attitude. You should have an impact on your professional projects so be proactive! Having a passive or negative attitude can have an impact on the conversation and any constructive discussions will become impossible.
  • Accept all criticism (even if some of it may seem negative) and ask how you can improve in the future. Concentrate more on future actions to get where you need to go.
  • Use the review throughout the year to remember which targets were set and which points were to improve on. Your manager will also appreciate the fact that you are taking their recommendations into consideration and working towards your common goal.