Two Ways to Prepare for Your Annual Review

There are 2 ways how most people prepare for an Annual Review. One that works and one that doesn’t. 

Find out in this blog which one you are.

Chaotic Clara

At review, Chaotic Clara wanted a higher title, compensation, and a good performance rating. But she hadn’t made time to get specific.

It’s ironic. She wants to be a strategic leader but hasn’t prioritized strategizing–even for her career. So when she had to highlight this year’s key accomplishments, she didn’t know where to start.

Her results:

  • A lower performance rating than she deserves.

  • A standard bump but no promotion. It’s been almost 2 years. Others move up or out, and she’s not. 

  • All she’s left with is frustration that her bosses can’t find her the perfect role that fits expertise she can’t even articulate. 

  • Another year, and she’ll seem more stagnant, and possibly the market will agree.

Strategic Sonia

On the other hand, Strategic Sonia got clear on where she wants her career to be in 5 years. She didn’t wait until the review to make the case. Instead, she’s been seeding this message to relevant decision-makers in every 1-on-1 meeting, presentation, and project proposal she has with them. 

She’s been so consistently clear, confident, and vocal about her vision and how it works toward the firm’s larger objectives. She has demonstrated an important shift in thinking and sounding like a leader.

She left it all on the dancefloor come review. Whether she gets the promotion, raise, or department reorganization almost doesn’t matter. She knows she articulated her value and leadership brand. If they take it, great. If not, she can move to an external search with clarity there too. 

Spoiler: She got the raise, promotion, and reorganization.


Want to know you’ve done everything you can to move up at your org?

Doors to Career Strategy GPS are open! This is your chance to:

  • Get crystal clear on your career destination

  • Articulate and position your unique value

  • Influence senior leaders to regard you as a leader, not just an employee

  • Leverage your unique leadership brand internally and externally

Alex Cooley