Time for a review

It’s the end of the year. It’s time for performance reviews, yearly lunches, dinners, bonuses and reflection. It’s the time of the year where projects are finished off, Christmas parties begin and celebrations are in full swing. So are the end of reviews serious? And should you in particular take them seriously? It can be hard for anyone to think back to many months ago as whatever you have achieved recently will trump most thoughts in your manager's mind. It’s a time of year where most people have a lot on, and even the best leaders can often fall into bad habits of too much Christmas spirit.

Nothing says I love you like a face on a mug

For these reviews to have serious meaning, you should manage up. A technique often employed to gain your managers favour, in this case it can be used for your own. Before your review, take some time to reflect on the projects you’ve worked on and the people you’ve worked on them with. Let your manager know of all the good things you’ve done this year and all the things you’ve learnt. Also, you should let your manager know the things you really like about them, and let them know how you’ve seen them grow too. Your review doesn’t just need to be about you, as you are a team. Most managers don’t seek enough direct feedback from the people that it matters most, you! A warm end of year conversation can help them smile favourably when you ask for more responsibility later.

When you've been bad all year and you don't get any coal for $300 USD/T

At this time of year, it’s also good to remember the colleagues that have moved on to new adventures throughout the year. Reach out to them, congratulating them on their accomplishments even though they are no longer as close to you as they once were. You only get to do each year once. Spread the merry.