I’ve just been asked to write a draft of my performance review, to which my boss will add her thoughts. I’m having trouble because I don’t want to brag, but I don’t want to sell myself short either. – Not a Bragger
I have addressed this issue before- I recommend tracking of all your major projects and past reviews, as well as keeping a copy of your company metrics to refer to. What I have learned is at the end of the day no one will go to bat for you harder than you will. I also believe that when you quantify your accomplishments you are reminding your boss exactly why she was smart enough to hire you. Did you cut costs, meet a big goal, train a staff person? Flip through your calendar and you’ll probably be surprised by all you’ve achieved.
What counts in a performance review is identifying the top three goals your boss has for you- and showing how you’ve made progress. Do that and you’re golden. If you aren’t sure what those priorities are, schedule a pre-review chat with your boss. That way, you can customize your review- and address any surprising revelations. Going forward, make sure you get feedback regularly. Email your boss every few months to confirm that the top items on your to-do list match hers. As a rule, 80 percent of a performance review should focus on accomplishments and 20 percent on areas needing improvement. If you’re highly creative but disorganized, for example, deal with the issue head-on. Use take-charge language to explain that you’re continuing to improve your time-management skills and then list two or three ways you’re doing it. Get a second opinion. Ask a trusted colleague to help you spot forgotten successes and differentiate worries from weaknesses. Think big picture. Make sure your goals for the coming year include a career stepping-stone, such as managing a project instead of doing it all yourself.