Performance reviews can make us a little nervous. Your unconscious mind can tap into basic survival mechanisms which can fuel anxiety about pending reviews.
It is important to recognise that the goal is to aim for strategic improvement to take you to the next level of your career, not to invoke negative associations with that perfectionist inner-lawyer-critic.
By viewing feedback as data we can use to reflect on, identify areas for improvement and set the stage for future career growth, you reframe the narrative by shining a light on the positive outcome.
Preparing thoroughly and heading into that room with the right strategies and mindset can help you make the most of this opportunity. Here are some essential steps to help you prepare effectively for your performance review.
Review Previous Feedback and Conduct an Honest Self-Assessment
Begin by reviewing any previous feedback you’ve received. This could be from past performance reviews, informal discussions, or client feedback. Take note of recurring themes or specific points raised by your colleagues or supervisors.
Next, conduct an honest self-assessment. Reflect on your achievements, strengths, and areas for improvement. Consider how you’ve progressed over the past year and where there might be room for growth. This self-awareness will be invaluable during your performance review.
Define What is Important to You in Your Role
Take some time to write down what is important to you in your role, job, and career. This could include aspects like work-life balance, professional development, or the types of cases you want to handle. Assess whether these values are being met in your current position.
If you find that your values are not being fully met, set some specific goals aimed at aligning your role with what matters most to you. Having clear, value-driven goals can provide direction and motivation.Align Your Values with Firm Values
Understanding the values of your firm is crucial. Look for opportunities where your personal values can align with those of the firm. This alignment can enhance job satisfaction and career progression. For example, if your firm values community service, and you are passionate about pro bono work, find ways to get involved in such initiatives.Highlight Achievements and Acknowledge Areas for Improvement
Prepare to highlight your achievements during your review. Be specific about your successes and how they have contributed to the firm. At the same time, be prepared to acknowledge areas where you need improvement. This shows that you are self-aware and committed to professional growth.
Think about what you need to address your areas for improvement. Identify resources, training, or support that your employer can provide to help you grow. Demonstrating a proactive approach to your development can leave a positive impression.
Set Clear Expectations
Ensure that you have a clear understanding of what is expected from you in your role. Discuss any changes in expectations or responsibilities with your supervisor. Setting clear expectations helps to avoid misunderstandings and ensures that you are on the same page with your employer.Consider Your Feedback Preferences
Reflect on how you prefer to receive feedback. Do you prefer regular check-ins or more formal quarterly reviews? Think about the frequency and manner of feedback that works best for you. Communicate these preferences during your performance review to create more transparency and clarity. This can lead to more effective and constructive feedback in the future.
We hope these tips were helpful. Preparing for your performance review with these tips can drive your legal career to new heights. By conducting an honest self-assessment, aligning your values with those of your firm, highlighting your achievements, and setting clear expectations, you can turn your performance review into a positive and productive experience.Remember, the legal profession is a journey of continual learning and growth. Use your performance review as an opportunity to reflect, grow, and set the stage for future success.
