PERFORMANCE REVIEWS ARE HERE — DON'T LET YOUR CAREER RUN ON AUTOPILOT

It’s that time of year again — the season of performance reviews. 

For some, it’s a moment of excitement. For others… well, it’s the corporate version of walking into a surprise test you didn’t study for.

You can leave your career in your manager’s hands, hoping they notice your good work, or you can Be the CEO of your Career and take charge of the entire conversation.

Let’s talk about how to do just that

1. Preparation Is Power

If you haven’t already, start documenting your achievements right now. 

Your performance review should be about facts, not feelings. List your results, metrics, and key contributions. Better yet, tie each achievement directly to your organization’s goals. 

For example: “I launched a new product idea.”   “I increased market share for our existing products by 8% through new client acquisition.” 

When you speak the language of impact, your results speak for themselves. And here’s a pro tip: Ask your key stakeholders what value you’ve added this year. Their perspective gives you ammunition to confidently present your case. 

Because remember, CEOs don’t rely on luck. They rely on preparation.

 2. Ask. Don't Wait.

Waiting for your manager to notice your hard work? That’s like waiting for a recruiter to stumble upon your résumé in a pile of 1,000. If you are hoping for a promotion or salary increase, don’t assume it’ll come automatically. 

You rarely get what you deserve, you get what you ask for. 

Be proactive. Build your business case using your accomplishments, and then have the conversation. Ask:

• “What do I need to achieve in the next 3–6 months to make my promotion a reality?”
• “Who are the key decision-makers involved in that process?”

That’s what it means to Always Be Careering — to treat your growth like a continuous project, not an annual event.

3. Trust Feedback Like a Gift

Not all feedback feels good, but all feedback is useful. When discussing your development areas, don’t get defensive. 

Instead, get curious:

• “Could you share a specific example?”
• “What led to that impression?”

If the feedback is vague, probe deeper. If it’s valuable, be grateful. Curiosity is confidence in disguise, it shows you are committed to growth.

And if your manager gives great feedback, thank them. Few things signal maturity and leadership potential more than how you receive feedback.

Bonus: Balancing Humility and Self-Advocacy

Yes, be humble, but don’t play small. Your humility is already reflected in your development areas. The performance review is your chance to make your wins visible.

So show up confident, curious, and ready to lead the conversation. Be the CEO of your Career — not a passenger on autopilot.

I have unpacked these strategies (with examples and scripts you can actually use) in a detailed YouTube video — perfect to watch before your performance review.

Because this season, it’s not just about being reviewed. It’s about taking control of your narrative and your next career move.

With clarity and confidence, 

Shub (Your Career Growth Partner)

P.S. If you are serious about owning your career growth next year, subscribe to the channel while you are there. It’s your weekly reminder to Always Be Careering.