No one works harder on your review than your manager. Here’s how to help them help you.

Think about alllllll the work you put into your review while managing your project responsibilities! The goal setting, the frequent (more like in-frequent) updates, the dreaded self-review, and the performance review meeting.

Take all that and: 

• Multiply by the number of direct reports your manager has.
• Add 20+ hours of prep for calibration meetings where they pitch you as a candidate for the highest rating.
• Add 10+ hours for training to learn how to put a quantitative number to a qualitative index – while keeping away biases.

That’s what the manager invests in terms of time. 

There is also a significant emotional investment. They are invested in your growth and the bearer of bad news when your rating doesn’t match your expectations. At the same time, they maintain their work responsibilities. 

So they are deserving of empathy. 

How can you help reduce their workload and help them make a case for you?

A] Provide proof

Write one-page reports for the projects or share an executive summary of all the tasks you did that year in a presentation.

B] Conduct your 360 review

While working with peers, support them whole-heartedly. Then ask them if they valued your contribution and if they would be willing to give feedback, positive and constructive. Share that feedback in a document with your manager.

C] Ask them how you can help and share that you have an understanding of the process

You can use this script before it is time for the self-review.

“Hi <manager>, as we come closer to review time, I am sure you will be inundated with additional tasks. 

To make the review process smoother for you from my end, I am going to send you a presentation/document with executive summaries of all the projects I did this year. Plus, a document sharing feedback I received from <team member A in a different group> and <team member B>. 

Is there any other way I can support you in this task? 

Before the rating process begins, I wanted to express my gratitude for your support in <the biggest insight he/she provided in your growth>.

Thank you.”

The effort won’t go unnoticed even if they say they don’t need anything else. 

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If you are ready to push for growth and promotion at work, check out my course — Crush Performance Reviews: https://maven.com/beyond-grad/crush-performance-reviews/