When you have a performance review coming up, you have a choice of approaches: 1) You can nod, smile, and basically wait out the time before the dreaded thing ends, or 2) You can actually prepare for it and get the most out of it, making it a worthwhile experience for all involved. Read on for advice on how to best deal with Option 2 preparation.

• Look at the basics. Look at your job description and see what it entails. Does that still apply to what you do in terms of expectations your manager has for you and what you actually choose to do? If you’ve had previous performance reviews, look at the goals and development plans put together for you. Have you achieved those goals? If not, what (or who) stopped that from happening? How can you move forward and create new goals and plans moving forward?

• Put a list of your achievements together. Look at everything you’ve done since the last performance review. What have you done in terms of work successes, and how did you make each one happen? If you met with challenges that hindered your momentum or got help from people along the way, mention that as well. Keep it succinct but allow yourself to shine; talking about valid accomplishments isn’t bragging. Then you and your manager can discuss them in light of your projected goals and competencies.

• Do the prep work. If you want to use this performance review as an opportunity to ask for a raise or move up, you need to have done things beforehand that demonstrate you deserve one. In the prior months, ask for more responsibility — and carry through on anything put on your plate as a result. Learn a new skill that will add to your usefulness to the company. Demonstrate leadership and creativity by thinking of and spearheading new projects. As with your original interview, find ways to make yourself stand out as the best possible choice to move up.

• Listen and observe. As you go through the review, take note of what your manager says and doesn’t say. Vague feedback about lacking “initiative” can indicate you need to step it up on projects. Suggestions about improving “teamwork” may mean you need to work on conflicts with others or on collaborating with colleagues, either in your department or outside of it. Ask questions but avoid appearing or sounding defensive; you may want to keep an eye on your own body language by avoiding crossing your arms, for example.

Wrap up by asking what one or two major areas they feel you need to work on, and come up with an action plan together. For more helpful feedback on getting the most out of performance reviews, reach out to the experienced staffing professionals at PrideStaff LA Culver City.