Roughly 69% of companies today conduct annual or bi-annual performance reviews to assess how well an employee is performing at work, according to talent management software firmWhile many of these one-on-one meetings are used to evaluate the things an employee has done over the past year, Michelle Armer, CareerBuilder's chief people officer, tellsit's imperative for employees to also use this time to discuss their goals and plans for the future.
Welch adds: "At most of these meetings, you and your boss tend to focus on what happened in the previous two to three months, which can give short shrift to your accomplishments overall." But by journaling daily and reviewing your entries, she says you can turn your performance review into a more in-depth conversation where you're discussing the full scope of your accomplishments.
Asking these questions, she says, will initiate a conversation about your desire for a promotion and raise in the near future.After outlining where you want to be within the company, get an idea of when you should schedule a follow-up conversation about the topic.