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Performance reviews are inherently subjective and our fear of getting booted out of the company often makes us think and act out of fear.
During performance reviews, other people's perception of you is a heavily impacting factor but being able to understand the elements that can be built up before your review will improve its outcome.
Help your boss and your colleagues notice and recall the accomplishments you've done and completed. We often overestimate the extent of people's memories therefore we shouldn't take any chances.
Here's a formula that can help highlight your accomplishments: "To advance goal X or organization priority Y, I did Z."
Make your boss and your teammates see the things you bring to the table. Find ways to connect your tasks into the company's outcomes and help your boss from time to time, through this you will be seen as someone who constantly adds value.
When a performance review is coming up it's best to focus on making sure that your achievements are in the spotlight.
Many people tend to think that overly friendly colleagues don't accomplish as much but in reality, the overly friendly ones are getting burn out because they take on more responsibilities without getting credit.
Studies show that people who have similarities with their bosses are more likely to be seen in a positive light. In addition to this, those who create "in-groups" disrupts team dynamics and make "outside" people unwelcome.
Another thing that can help you connect with your boss is to make them look good in meetings by building on their arguments or adding a helpful commentary instead of blindly agreeing. Conversely, don't air out disagreements with your boss with an audience.
There are two ways you can improve other people's perception of you:
Sometimes we don't have it in us to go to that work event we're told to go to but think about it this way, the more frequently people see you during these social functions with a smile on your face the more you show how committed you are to the team for the long run.
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