Performance reviews are often viewed with a mix of anxiety and dread, especially for assistants juggling year-end deadlines and the pressure of self-evaluation. But what if you shifted your perspective? Instead of seeing a performance review as a test, treat it as a strategic opportunity to showcase your contributions, align with your manager’s goals, and advocate for your future.
The key lies in three steps: Reframe, Reflect, and Renegotiate. By adopting this approach, you can turn performance reviews into a moment of empowerment and professional growth.
Step 1: Reframe – Viewing Yourself as a Consultant
To take control of performance reviews, start by reframing your mindset. Instead of thinking of yourself as an employee being evaluated, see yourself as a consultant or the founder of a startup. Your employer isn’t just your boss—they’re your client, and your job is to provide services that help them succeed.
This shift helps you:
- Focus on Value: Frame your contributions in terms of the impact they’ve had on your manager or organization.
- Stay Objective: Detach from emotions or insecurities and approach the review with the professionalism of a business check-in.
- Advocate for Yourself: Remember, no successful consultant offers extra services without fair compensation—why should you?
Example:
Instead of saying, “I handled scheduling,” highlight your value: “I managed a complex calendar, ensuring my manager had adequate preparation time, which led to a 30% reduction in meeting conflicts.”
Step 2: Reflect – Showcasing Services Rendered
Reflection is critical to a successful review. This is your chance to showcase the services you’ve provided and the value you’ve delivered over the year. Take stock of your accomplishments, connect them to organizational goals, and quantify your impact wherever possible.
How to Reflect Effectively:
- Review Your Goals: Look back at the targets from your last review. What have you achieved? Where did you exceed expectations?
- Highlight Wins: Use specific examples to illustrate your contributions. Focus on outcomes rather than just tasks.
- Task-Oriented Statement: “I organized team events.”
- Outcome-Oriented Statement: “I organized team events that improved engagement scores by 15%.”
- Acknowledge Challenges: If you fell short in some areas, don’t shy away. Instead, demonstrate how you addressed those challenges or what you learned from them.
Pro Tip:
Keep a running “achievement tracker” throughout the year. Jotting down wins, feedback, and milestones as they happen will make this step far less daunting.
Step 3: Renegotiate – Advocating for Your Future
The final and most empowering step is renegotiation. Just as a consultant would revisit a contract after delivering value, use your performance review to discuss adjustments to your role, compensation, or opportunities for growth.
How to Approach Renegotiation:
- Present Your Case: Summarize your accomplishments and how they’ve benefited the organization. Be clear about the value you’ve brought to the table.
- Propose Solutions: Identify additional services or responsibilities you could take on, but tie them to appropriate adjustments in pay, title, or resources.
For example: “I’ve noticed a gap in onboarding efficiency. I’d like to take ownership of improving the process, but I’d also like to discuss how my compensation can reflect this expanded role.” - Be Specific About Your Ask: Whether you’re requesting a raise, new title, or professional development opportunities, be direct and confident.
Renegotiation Doesn’t Mean Conflict:
Approach this conversation as a partnership adjustment, not a demand. Frame it as ensuring mutual success: “To continue delivering value at this level, I’d like to revisit my compensation and role expectations.”
Bringing It All Together
By reframing your mindset, reflecting on your contributions, and renegotiating your terms, you can turn performance reviews into a powerful tool for growth. This approach not only helps you showcase your value but also sets a tone of professionalism and confidence that will resonate with your employer.
Remember:
You’re not just an assistant—you’re a strategic partner, delivering essential services that keep the organization moving forward. Own your contributions, advocate for your worth, and use this opportunity to build a stronger, more rewarding professional relationship.
Ready to Take Your Performance Review to the Next Level?
Join us for our upcoming workshop, Strategic Performance Review Preparation: Your Blueprint for Structured Self-Advocacy. This live, interactive session is designed specifically for assistants like you. Learn how to highlight your accomplishments, structure your self-evaluation effectively, and confidently advocate for your worth. Don’t miss this opportunity to gain actionable strategies and practical tools to shine during review season. Register here to secure your spot!
