If you want to nail your performance review, you need to start preparing months in advance by tracking results, building your case, and aligning your work with what actually drives value for your team.
Step 1: Start Preparing Three to Six Months Ahead
The best time to prepare for your performance review is well before it’s scheduled. Give yourself a three- to six-month runway to track progress, build your case, and align your contributions with your career goals.
You can’t deliver a compelling pitch without real results to back it up, and you can’t demonstrate results without intentionally working toward them months in advance.
Follow this timeline for maximum results
Many people assume performance reviews are simply about showing up and asking for what they want. That’s exactly why most of them end up with just a standard 2% cost-of-living raise.
If you’re aiming for a significant bump, not just a routine adjustment, you’ll need to start planning months ahead. This may seem like a long time, but the more intentional you are in the lead-up to your review, the better your chances of negotiating a meaningful raise.
1) Three to six months before your review: Focus on performing your best
Start by talking with your manager about what exceptional performance looks like, then consistently aim to exceed that benchmark. Go beyond your basic responsibilities, take ownership of key projects, and proactively solve problems.
During this time, it’s essential to track your contributions and document every win and achievement, no matter how big or small.
2) One to two months before your review: Build your case
Compile all your accomplishments into a well-organized document. Highlight your key accomplishments, specific metrics, praise from colleagues or clients, and examples of challenges you’ve solved. The more specific and quantifiable your data, the better.
3) One to two weeks before your review: Practice your pitch
In the lead-up to your performance review, get very comfortable with your pitch. Make sure you can articulate your value, share your evidence, and confidently make your ask, whether it’s a raise, a promotion, or even expanded responsibilities. Rehearse exactly what you’ll say, how you’ll present your evidence, and how you’ll respond to potential objections. Be clear on the target salary or promotion you’re aiming for and why you deserve it.
Plan and start preparing as early as possible
By preparing early, you give yourself time to build a consistent track record, gather strong evidence of your impact, and collect feedback from colleagues. This shows not just one-time success but sustained performance, which is exactly what managers look for when deciding on raises or promotions.
Step 2: Document Every Win Like Your Salary Depends on It
Aside from putting your best work forward, tracking your achievements provides clear, concrete proof of your value when you prepare for your performance review.
Ask these questions to uncover your real value
When you’re tracking your past work, highlight how your contributions created real impact for the business. Use these prompts to guide your reflection:
- If I had to put a dollar value on my contribution, what would it be?
- What was the old way of doing things, and how did my solution improve it?
- What new skills have I developed that directly benefit my team or department?
- What projects have I led that saved time, money, or resources for my manager?
Look back on the past year and identify your wins: hitting new targets, streamlining processes, or driving results that supported the company’s bottom line. That’s the value you want to bring to the table.
Build your “briefcase” of proof
Your briefcase is a document that showcases clear, compelling evidence of your impact at work. Think of it as a career highlight reel backed by data.
Whenever possible, try to include quantifiable results. Instead of saying “improved efficiency,” try “reduced processing time from 4 hours to 45 minutes, saving the company $2,000 per month.”
Metrics that stand out typically include revenue generated, cost savings, time reductions, error reductions, and customer retention.
Include these elements in your briefcase
Here’s a quick checklist of what to include in your briefcase to help give you the confidence to negotiate for what you want:
- Summary of your key accomplishments with specific metrics and dollar amounts
- Positive feedback from colleagues, clients, or other departments that highlights your impact
- Problems you solved or processes you improved
- New skills you’ve developed and how they directly benefit your team or company
- Ideas for future projects or improvements that you can lead to drive results
- Training or certifications you’ve completed that increase your value
The more specific and results-driven your briefcase is, the easier it will be for your manager to connect your work to business value and justify a raise or promotion.
If you’re currently preparing for your next performance review, you might also enjoy my Professional Growth Roadmap for key skills, strategies, and smart risks to help you grow with intention.
Step 3: Show (Don’t Tell) with the Briefcase Technique
The biggest secret to an efficient performance review is “Show, don’t tell.”
Use proof instead of promises
Anyone can say they’re a great employee, but not everyone can prove it; make your case stand out by showing proof. Back up your claims with data, clear examples, and real results that show how your work drives profits or saves time and money.
Alongside your past wins, include a short section on how you plan to contribute moving forward. This not only shows your track record, but also your continued value to the company.
Present it professionally
Organize everything into a clean, professional document. A well-prepared presentation reflects that you approach your work thoughtfully and strategically, proving that you’re ready for the next level in your career.
Step 4: Practice Your Pitch Until It’s Bulletproof
Don’t skip this step—consistent practice helps you show up with the confidence to advocate for what you deserve.
Use this framework to structure your review conversation
Here’s a simple, professional structure to follow during your performance review:
- Begin by expressing appreciation: Thank your manager for taking the time to discuss your performance and growth.
- Present your case with confidence: Walk through your briefcase clearly and logically, highlighting your biggest wins and the impact they’ve had on the team or company. Focus on outcomes, not just effort.
- Make a clear ask: Instead of making vague requests, be specific about what you want, whether it’s a particular salary increase, promotion, or expanded role.
- Listen and respond thoughtfully: Pay close attention to your manager’s feedback and be prepared to respond to concerns or questions professionally.
Prepare for pushback with these responses
As much as we hope for a smooth yes, pushback is common, and it’s part of the negotiation process.
Go into your performance review knowing that your manager might initially say no. This doesn’t mean the conversation is over; it’s just where the real negotiation begins.
Common objections include budget constraints, internal policies, or team-wide fairness. Prepare calm, confident responses ahead of time to address these concerns.
If your manager isn’t able to approve your request right now, ask for specific metrics or milestones you can work toward in the next six months to justify your ask. Set clear, measurable goals and timelines so you and your manager are both clear on what you’re working toward.
After the meeting, be sure to send a follow-up email to confirm the terms and get that agreement in writing.
If you’re serious about a salary negotiation, check out my other practical guides for more help:
Step 5: Master the ARMS Technique for Tough Feedback
It’s natural to get defensive and emotional when we receive negative feedback. However, when handled well, criticism can become a turning point that shows your professionalism and commitment to growth.
Handle criticism with this four-step process
My ARMS negotiation technique, originally designed for salary negotiations, can also help you respond to tough feedback and shift your manager’s perspective positively.
Here are the four parts of the ARMS technique:
- Agree: Don’t get defensive or argue with your manager’s feedback. Acknowledge what was said to keep the conversation constructive and to show that you’re open to improvement.
- Reframe: Offer a different perspective that casts your actions in a more positive light. This isn’t about denying the feedback, but rather sharing context they might not have considered.
- Make your case: Present a clear plan to improve, including concrete, measurable goals. If possible, propose a check-in date to review your progress together. This shows initiative and accountability.
- Shut up: Let the silence do its job. After you’ve made your case, pause and give your manager space to respond. Don’t rush to fill the gap: just listen, take notes, and be clear on what’s next.
An example of ARMS in action
Here’s a quick example of how you can use the ARMS technique in real-life situations.
Say your manager tells you, “You don’t speak up during meetings.” Here’s how to respond using the ARMS technique:
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The key is to stay calm and professional, even when receiving difficult feedback. Always aim to propose specific, measurable solutions rather than vague promises to do better, so both you and your supervisor know what to look out for.
Step 6: Turn Your Review into Long-Term Career Growth
Your performance review is more than a one-off meeting; it’s a chance to align your current progress with your long-term career goals.
Connect your review to broader career goals
Your performance review is a valuable chance to understand the priorities of your manager and the company as a whole; then, you can identify how to best support those priorities moving forward.
Use this time to discuss your career goals, ask about advancement opportunities, and clarify the skills you’ll need to get there. By aligning your goals with the company’s objectives, you show initiative and long-term commitment.
If you’re aiming for a raise, promotion, or a shift in responsibilities, request more frequent check-ins rather than waiting for the next annual review.
Thinking about switching companies instead of moving up internally? My in-depth guide on mastering job hopping can help you make your next move strategically.
Understand the compound effect of strategic career moves
As you head into your performance review, focus on presenting your achievements in a way that opens up new possibilities—better opportunities, bigger raises, or a promotion that aligns with your personal goals.
Don’t overlook small increases to your salary, either; they can have a powerful compound effect over the course of your career. Even if the raise you get is only half of what you asked for, that can still add up over time.
What Not to Do in Your Performance Review
Improve your chances of getting the outcome you want by avoiding these common mistakes:
Showing up unprepared or trying to wing it
The biggest mistake you can make in a performance review is showing up without any prep. Your boss will be able to tell if you’re just winging it, and it sends the message that you’re not serious about your career.
Preparation is what separates top performers from average employees. The time you spend gathering your wins, feedback, and measurable impact will be worth it. Even if you don’t get the raise or promotion immediately, you’ve planted the seeds and made your contributions visible to your superiors.
Making it about your personal financial needs
Another common mistake is justifying a raise based on your personal financial needs. Stating “I need a raise because my rent went up” isn’t a compelling argument; worse, it can signal that you’re prioritizing your own agenda over the company’s goals.
Your financial situation isn’t the company’s responsibility. Instead, center the conversation on the measurable value you’ve contributed to the business.
Comparing yourself to coworkers without data
When making your case, avoid vague comparisons to colleagues unless you have concrete and specific data to back it up.
Saying things like, “Sarah makes more than I do” without fully understanding her responsibilities or results could undermine your credibility and make you appear unprofessional or petty.
Instead, focus on your own achievements, metrics, and value. A strong case is built on your performance, not on comparisons to someone else’s paycheck.
Getting defensive about criticism
Getting defensive is a common mistake that can derail your performance review.
Instead, take notes, ask clarifying questions, and treat feedback as useful input for your professional growth, not a personal attack. This shows maturity and a commitment to improvement and growth.
Expecting rewards just for showing up
Here’s the hard truth: Doing your basic job duties is the minimum requirement, not grounds for a raise.
Loyalty without a demonstrated increase in value does not automatically translate to higher compensation. This is why it’s important to start working toward a raise with enough runway to consistently exceed expectations and add value to your role.
Your boss is not a mind reader, so it’s up to you to gather clear evidence and results that make a case they can confidently advocate for.
No matter where you are in your career, a well-prepared-for performance review can be a powerful stepping stone to earning more, advancing professionally, and living a Rich Life on your terms. If you’re focused on boosting your income and designing a career that aligns with your values, check out my New York Times bestselling book, I Will Teach You To Be Rich.