"As a manager, I always appreciate when people have already thought about where they can improve and what they need," said Hocking, who manages — and recently held performance reviews for — a currently remote team of 40 in addition to being an expert on management and leadership. Both the manager and employee should be thinking about what additional support and resources the employee might need.
You can also talk about your long-term career goals — particularly if there's something within your company that can help you get there, such as working on a project with a different department or shadowing a colleague working in the role you eventually want.Performance reviews should be a two-way conversation, Hocking says, and your boss is likely to ask you for feedback on how they've been doing as your manager.
The most important piece of this is eye contact, says Hocking. Look into your camera, not off toward a second monitor or something else. Move the video of the person you're speaking to so it's directly below your camera — that way you're more likely to look at your manager as you speak. Eye contact will also make you seem more sincere as you get into the details of your review, Eonnet says.
Even if you're already discussing your areas of weakness, sometimes you have to be proactive about asking for what you need in order to succeed or asking for specific ways you can improve. "It's always great when an employee asks, 'What can 13. Take any criticism in stride
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