Year-end review season isn’t just about evaluating past performance—it’s a powerful opportunity to shape your future. Beyond salary bumps or title changes, your review is the perfect moment to advocate for professional growth, reskilling opportunities, and workplace flexibility that can fuel long-term career satisfaction and success.
But let’s be honest: performance reviews can stir anxiety. If you’re feeling nervous, remember—preparation is your best antidote. Here are five expert-backed strategies to help you walk into your review with confidence and clarity.
1. Come with Proof of Impact
Don’t just say you delivered—show it.
Macaire Montini, VP of People & Culture at HiBob, advises reflecting on your goals from the past year and arriving with concrete examples of how you exceeded them. Did you lead a high-impact project? Bring in a key client? Streamline a process that saved time or money?
“Having evidence of your contributions creates a strong foundation for discussions about compensation or advancement,” Montini says.
Lana Peters, Chief Revenue Officer at Klaar, agrees: “Instead of simply describing yourself as a ‘high performer,’ bring specific wins that demonstrate your value. The proof is in the pudding.”
2. Advocate for Yourself—Especially If You’re a Woman
Self-advocacy remains a challenge, particularly for women—but it’s essential.
Peters notes that if you’re unhappy with a proposed raise, pause before reacting. Research market rates using tools like Glassdoor or LinkedIn job postings to understand industry standards. Consider your company’s context: if it’s just weathered layoffs, pushing hard for more may not be strategic. But if the business is thriving, your contributions deserve fair recognition.
“Arm yourself with data,” Peters urges, “then schedule a follow-up conversation to make your case calmly and confidently.”
3. Reassess Your Total Compensation Package
Your paycheck isn’t the whole picture.
Montini reminds us that “total rewards” include flexibility, benefits, and growth opportunities. Use your review to ask for what truly matters to your well-being and career—whether that’s additional PTO, remote work options, ergonomic equipment, or professional development stipends.
Peters adds: “If a large raise isn’t feasible right now, negotiate for alternative benefits—like tuition reimbursement or mentorship opportunities—that invest in your future.”
4. Request AI Upskilling Opportunities
AI is reshaping work—and you should be ready.
Holger Reisinger, SVP at Jabra, points to growing adoption of generative AI tools, with voice-enabled AI expected to go mainstream by 2028. “Ask for training that prepares you for this shift,” he suggests.
Identify relevant courses or certifications, then present them to your manager with a clear explanation of how this upskilling will benefit not just you, but your team and the organization. “Forward-thinking employers want to develop their talent,” Reisinger says. “Show them you’re eager to grow with the company.”
5. Ask for Greater Work Flexibility
Flexibility isn’t just a perk—it’s a performance enabler.
While in-office collaboration builds relationships, Reisinger emphasizes that flexible work arrangements can boost creativity, retention, and work-life balance. If you’ve proven your reliability and productivity, use your review to propose a sustainable hybrid model.
“Frame it as a win-win,” he advises. “Highlight how flexibility, supported by the right tools, helps you do your best work while staying connected to your team.”
Managers appreciate honesty. If you encountered setbacks this year, acknowledge them—but pivot quickly to what you learned and how you’ve grown. “A mistake, when paired with reflection and changed behavior, becomes a leadership moment,” Montini notes.
Your year-end review is more than an evaluation—it’s a conversation about your value, your vision, and your future. Walk in prepared, speak with purpose, and remember: you’re not just reviewing the past—you’re designing what comes next.