Your performance review is in a few days. You know you should prepare, but you’re not sure where to start. This checklist walks you through everything you need to do, organized into a 30-minute prep session.
This isn’t about gaming the system or saying the right things. It’s about walking into your review with a clear picture of your contributions, ready to have a productive conversation about your career.
Before You Start: Gather Your Materials
Spend 5 minutes collecting these items:
- Your goals from the beginning of the review period
- Your calendar for the past 6-12 months
- Any accomplishment notes you’ve kept (emails, docs, Slack saves)
- Your last performance review (if available)
- Your job description or level expectations
If you don’t have accomplishment notes, your calendar and email are good backup sources. Look for project kickoffs, deadlines, and messages with keywords like “shipped,” “launched,” “thanks,” or “great work.”
Part 1: Review Your Accomplishments (10 minutes)
List Your Top Wins
Write down 5-7 accomplishments from the review period. For each one, note:
- What you delivered or achieved
- The impact (with numbers if possible)
- Who benefited (customers, team, company)
Prompt questions to jog your memory:
- What projects did I complete?
- What problems did I solve that others couldn’t?
- What would have gone wrong if I wasn’t there?
- What did I learn that made me more valuable?
- What positive feedback did I receive?
Check Against Your Goals
- Review the goals you set at the start of the period
- Note which goals you achieved, exceeded, or missed
- For missed goals, prepare context (priorities shifted, scope changed, etc.)
Don’t hide from missed goals. Address them directly with what you learned and what you’d do differently.
Part 2: Prepare Your Talking Points (10 minutes)
Your Narrative
Your accomplishments should tell a story. What themes connect them?
- Identify 2-3 themes in your work (e.g., “scaled systems,” “improved processes,” “developed team”)
- Prepare a 30-second summary: “This year, I focused on X. My biggest contributions were Y and Z.”
Specific Examples Ready
For your top 3 accomplishments, prepare to discuss:
- The situation or challenge
- Your specific actions (not just what the team did)
- The measurable result
- What you learned
These will come up when your manager asks for details or when you need to support a claim.
Growth Areas
Your manager will likely ask about areas for improvement. Be ready with:
- 1-2 genuine growth areas (not disguised strengths)
- What you’ve already done to improve
- What support you’d find helpful
Example: “I’ve been working on running more efficient meetings. I started using agendas and timeboxes in Q3, and I’ve gotten positive feedback. I’d like to take a facilitation workshop to keep improving.”
Part 3: Plan Your Questions (5 minutes)
A review is a two-way conversation. Come prepared to ask:
About Your Performance
- “What’s one area where you’d like to see me grow?”
- “Is there anything you wish I’d done differently this year?”
- “How does my performance compare to your expectations for my level?”
About Your Future
- “What would I need to demonstrate to be ready for [next level/promotion]?”
- “Are there opportunities to take on more responsibility in [area of interest]?”
- “What skills should I prioritize developing next year?”
About the Team/Organization
- “How is the team’s work perceived by leadership?”
- “Are there upcoming projects where my skills could add value?”
- “What challenges do you see for the team next year?”
Pick 3-4 questions that matter most to you. Don’t ask all of them.
Part 4: Final Prep (5 minutes)
Logistics
- Confirm the time and location (or video link)
- Block 15 minutes before for mental prep
- Have your notes accessible but not as a script
Mindset
- Remember: your manager wants this to go well too
- Plan to listen as much as you talk
- Be ready to take notes on feedback
If You Want Something Specific
If you’re asking for a promotion, raise, or new opportunity:
- Prepare your ask clearly (what exactly do you want?)
- Have 2-3 points of evidence supporting why you’ve earned it
- Know what you’ll say if the answer is “not yet”
Quick Reference: Performance Review Checklist
Print or screenshot this condensed version:
30 MINUTES BEFORE YOUR REVIEW
□ Gather: goals, calendar, accomplishment notes, last review
□ List 5-7 top accomplishments with impact
□ Check progress against goals
□ Identify 2-3 themes in your work
□ Prepare STAR details for top 3 accomplishments
□ Note 1-2 growth areas with improvement actions
□ Pick 3-4 questions to ask
□ Confirm meeting logistics
□ Have notes ready (not as a script)What to Do During the Review
If Things Go Well
- Take notes on positive feedback (you’ll forget the specifics)
- Ask follow-up questions: “Can you tell me more about what worked well?”
- Thank your manager for specific support they provided
If You Hear Surprising Feedback
- Stay calm and curious, not defensive
- Ask for specific examples: “Can you help me understand with an example?”
- Take notes and ask for time to reflect if needed
- Follow up later with a plan to address concerns
If You Disagree with an Assessment
- Acknowledge their perspective first
- Share your viewpoint with specific examples
- Focus on understanding the gap, not winning the argument
- If it’s significant, ask to revisit after you’ve both reflected
After the Review
Within 24 hours:
- Send a thank-you email summarizing key points
- Document feedback you received (especially growth areas)
- Note any commitments made (by you or your manager)
- Start tracking accomplishments for next year
FAQ
What if I haven’t tracked my accomplishments all year?
Use your calendar, email, and Slack history. Search for project names, deadline dates, and messages containing thanks or congratulations. It takes longer, but you can reconstruct a lot.
How do I bring up compensation?
Performance reviews and compensation discussions are often separate. Ask your manager: “Is now the right time to discuss compensation, or should we schedule a separate conversation?” Follow your company’s process.
What if my manager hasn’t prepared?
Come with your talking points anyway. A well-prepared employee can guide a productive conversation even if the manager is winging it.
Should I bring a printed list of accomplishments?
Having notes is fine. Reading from a script is awkward. Use your notes as a reference, not a teleprompter.
What if my review is mostly negative?
Listen fully before responding. Ask for specific examples and clear expectations. Request a follow-up meeting to discuss your improvement plan. Focus on forward progress, not defending the past.
Make Next Year’s Review Easier
The best performance review prep happens throughout the year, not the week before.
If you track your accomplishments weekly, your 30-minute prep session becomes a quick review instead of a memory test. You’ll walk into every review confident and ready.
Career Minder helps you build this habit. Use weekly Catch Ups to log your work, and when review time comes, filter by date range to see everything you accomplished. Generate your talking points in minutes.
Try Career Minder free for 14 days