Your first performance review can feel nerve-racking. It may be the first time your work is formally evaluated, and the outcome can affect raises, promotions and how you feel about your job. But a review is also an opportunity: a dedicated conversation about your progress, your goals and your future in the role.
Preparation makes all the difference. Here is how to get ready.
Understand your company’s review process
Ask your manager or HR:
- When does the review happen, and how long is it?
- Is there a self-assessment form?
- What criteria or competencies are used?
- Is there a rating scale?
- Are pay changes discussed in the same meeting or separately?
- Does feedback from colleagues (“360 feedback”) play a role?
Knowing the format helps you prepare the right material.
Gather your evidence
The most useful preparation is a clear record of what you have done. Look through:
- Your notes, status updates and “wins” document; see how to write a status update.
- Emails or messages with positive feedback.
- Projects completed, problems solved and improvements made.
- Training or certifications completed.
- Goals you set and how you progressed; see setting career goals in your first year.
For each key achievement, note the result: time saved, errors reduced, customers helped, deadlines met.
Write your self-assessment
Many companies ask you to evaluate yourself. Be honest, specific and balanced.
Structure
- Key achievements: three to five, with results.
- Skills developed: what you learned.
- Challenges: what was difficult and how you handled it.
- Areas to improve: one or two, with a plan.
- Goals for next period.
Self-assessment achievement entry
“Took over the weekly carrier report in month three. Delivered it on time every week since, and created a checklist that reduced corrections from the manager’s review. Also documented the process so another team member can cover during leave.”
Tips
- Use facts and numbers you can support.
- Do not undersell yourself out of modesty; describe your work accurately.
- Do not overclaim team results as solely yours; describe your role.
- Mention feedback you acted on; it shows growth.
In the review meeting
- Listen fully before responding.
- Take notes, especially on specific feedback and agreed goals.
- Ask for examples if feedback is unclear.
- Stay calm if you hear criticism; see receiving feedback as a new employee.
- Share your perspective respectfully if you disagree, with evidence.
- Discuss the future: goals, skills and growth.
Questions to ask your manager
- “What should I focus on most in the next six months?”
- “What would it take to be considered for more responsibility?”
- “Is there a skill or experience that would make the biggest difference for me?”
- “How can I support the team’s priorities better?”
Talking about pay
If pay is reviewed at this point, come prepared with research on the market rate for your role; see researching entry-level salaries. If pay is discussed separately, you can ask about the timing. Our guide on asking for a raise after your first year explains how to make the case.
If the review is disappointing
A mixed or negative review is hard, but it is information you can act on:
- Ask for specific examples and clear expectations.
- Agree on a concrete improvement plan and timeline.
- Request regular check-ins to track progress.
- Follow through and document improvements.
If you believe the review is factually wrong, prepare evidence and ask for a follow-up conversation. Stay professional.
After the review
- Send a short thank-you note summarizing agreed goals.
- Add the goals to your notes and calendar.
- Review progress monthly.
- Keep your wins document updated for the next review.
Start your evidence file now
Start your evidence file today if you have not already: one line per achievement, with a date and result. Two weeks before your review, turn it into a self-assessment using the structure above. You will walk into the meeting with confidence instead of trying to remember what you did in month two.