As we approach the end of the year, it’s not just the holiday season that takes center stage for many working women—it’s also the time for annual performance reviews.
For many women, having their annual review can trigger mixed emotions.
On the one hand, you get the undivided attention of your boss and the opportunity to show off your achievements and receive valuable feedback about their plans for your future.
On the other hand, you may feel a sense of dread because you’re forced to sift through every little perceived mistake or “dropped ball” that happened during the year. And it’s important to call out that for many 2023 hasn’t been the joyride we thought we’d earned after a multiyear pandemic. This year has been fraught with international wars, social unrest, record-level inflation, and employment uncertainty—all factors that are important to take into account because performance can be directly linked to mental health.
It’s also significant to note that research suggests women can experience their evaluations differently than their male counterparts.
So, let’s dive into the unique challenges women likely face during annual reviews and share some actionable tips to help you not only navigate but excel in this pivotal process.
Establish Clear Goals and Document Achievements
One of the key challenges women often face in performance evaluations is the ambiguity surrounding expectations. According to a 2022 study by McKinsey & Company, only 48% of women say they know how to navigate their organization’s promotion process, compared to 57% of men.
To counter this, women should proactively engage with their supervisors to set clear, measurable goals. If you don’t already have recurring 1:1 calls with your boss set up, then advocate to do so. If you’re working from home, it can be easy for your boss to go weeks without having a live conversation with you—creating an opportunity for you to share your “wins” as well as inquire about projects you could lead or other ways to progress in the company.
Bring “receipts” to each 1:1 call so you have documented records of achievements and milestones which provide a solid foundation for performance discussions and ensure that accomplishments are recognized and rewarded appropriately.
If you feel like tooting your own horn is “cringe” or can come off as self-promoting, try to move past those feelings ASAP. We women need to push these feelings aside immediately because the wage gap is real, and our accomplishments are directly correlated to how much money we can earn.
It’s crucial for women to meticulously document their achievements throughout the year and send our bosses friendly reminders of them because it helps them build a strong case to HR or their bosses for your promotion or salary increase.
Request Regular Feedback
Feedback is essential for professional growth, yet studies show that women are less likely to receive constructive feedback than men. According to the Harvard Business Review, women are often given vague feedback tied to personality traits, while men receive more specific feedback linked to their actions and skills.
Women are also less likely to receive difficult feedback because males in leadership positions may feel discomfort when giving critical feedback to someone who looks different than them.
To bridge this gap, we need to actively seek feedback throughout the year, making it an ongoing dialogue rather than a once-a-year event. This not only fosters a culture of continuous growth but also ensures that end-of-the-year reviews are based on a 360 understanding of your performance.
Prepare to Defend Yourself
Women need to prepare for a review going horribly wrong. I tell clients to practice “facing the dragon” by playing out their worst-case scenarios before the review meeting with their boss. If possible, role-play with a friend on the potential harsh feedback you could receive. Then, create an action plan for how you will react and/or defend yourself in the moment.
Here are some tips:
1. Keep calm
2. Listen to them instead of tuning out and going straight to defensive thinking
3. Take responsibility for mistakes you may have made
4. Ask follow-up questions for clarity
5. Provide evidence to defend or rebut against their allegations (here’s where you show the “receipts” you saved)
6. Focus on the future and remain positive and hopeful
Build a support network to prep for next year’s review
Women often face unique challenges in the workplace, from microaggressions to bias. A Boston University study found that race plays a role as well. “Women of color, in particular, face a “double bind” in evaluations, dealing with gender and racial bias simultaneously.” To overcome these challenges, women should cultivate a strong support network within and outside the organization.
Mentorship programs, ERGs (Employee Resource Groups), professional women’s groups, and networking events provide avenues for guidance and advice. This support can be instrumental because it may lead to you having an advocate in the room when your companie’s leadership team is reviewing budgets for raises and divving them up between you and your peers.
As we prepare for our annual reviews, it’s crucial to acknowledge the unique set of obstacles we may face. By proactively setting clear goals, documenting achievements, seeking feedback, building a support network, and addressing gender bias head-on, we can position ourselves for success and even look forward to these meetings because they really are just opportunities for self-advocacy.
As we strive for workplace equality, it is essential to create environments where every individual, regardless of gender, can thrive and be recognized for their contributions. Annual reviews should be a time for growth and empowerment, and by following these tips, you can rest assured you’re well-equipped to navigate this critical aspect of your professional journey.