Performance review tips: How to action feedback

Have you recently had a performance review? Did you receive any feedback?

Performance reviews provide a valuable opportunity for you to gain insightful feedback from your boss, helping you understand how you are performing in your role and where you can improve.

According to research by Seek, 45% of Australian workers undertake a performance review at least once each year. However, only 22% say they are committed to taking action on the feedback received.

For many people, an employee performance review is simply a tick-box exercise that is quickly forgotten. However, it doesn’t have to be and shouldn’t be this way.

So, why is performance review feedback important are some tips for acting on feedback you receive in a performance review?

Why is performance review feedback important?

As an employee, it’s important to understand what your manager expects of you. Performance review feedback can clarify those expectations and show how well you’re meeting them.
It can also help you see how your work contributes to your employer’s broader goals.

Performance review tips: How do you respond to feedback?

Listen and take notes

Listen carefully to what your manager has to say. It’s only natural to feel defensive if you are receiving negative feedback. However, you should wait for your manager to finish giving their feedback before you respond.

Some feedback can be hard to hear. However, remember that in most cases managers offer feedback because they want you to improve. Most of them will want you to excel in your role and achieve your career goals. Taking notes can allow you to reflect on feedback at a later time, when you may be feeling less emotional.

Ask for more detail

After the meeting read through your notes. If you are feeling confused by the feedback you received, it’s OK to ask your manager questions.
For example, you might want to request specific examples where you exhibited behaviour your boss is describing. Or you might want to ask about specific things they think you should work on.

Create an action plan

You should create a plan for how you will respond to feedback received.

Set goals that are SMART- That is make sure they are specific, measurable, achievable, relevant and timely.

You should set short, medium and long term goals that you aim to achieve by a specific date.

You can ask your manager for advice on goals you should set. For example, they might be able to suggest a course you should enrol in or a mentor who could help you.

Alternatively, they might know a tool that could assist with your delegation or time-management skills.

Set up regular check-ins

If possible, schedule regular meetings with your boss throughout the year. These can help you to take action on the feedback received in your performance review.

Regular check-ins not only help you to action feedback but also provide you with more timely feedback. After all, feedback works best when it is received on a regular basis, not just once or twice a year. This can help you to stay on track with your goals and make necessary adjustments in a timely manner.

Many people think performance reviews are scary. However, they don’t have to be. Rather, they are an opportunity to learning where you are getting things right and which areas you can improve in.

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