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Osnaživanje, stil i inspiracija spajaju se u svakom izdanju našeg magazina.
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December 12, 2025
It’s that time of year again: Christmas trees, twinkling lights — and annual performance reviews. If you’re a manager, you’re facing a stack of forms and conversations that can range from mildly uncomfortable to pleasantly surprising. If you’re an employee, these are the days when you wait for your manager to tap you on the shoulder and lead you into a room where all your shortcomings will be revealed. But what if we showed you how a performance review can become more than just another tedious December obligation? What if you could turn it into a catalyst for your career?
A performance review is a formal process in which a manager evaluates an employee’s work, contribution, and progress over a defined period of time. It is most commonly conducted once or twice a year, and by unwritten rule, December is often the month when these evaluations take place. Performance reviews are meant to identify employees’ strengths and skills, as well as the areas that require further improvement. In the past, evaluations were often carried out through questionnaires filled in by managers. Today, they increasingly take the form of structured conversations between managers and employees, supported by concrete parameters such as results, data tables, and even AI-powered analyses. During these open and constructive discussions, managers are expected to outline key responsibilities, goal achievement, demonstrated skills, concrete accomplishments, and areas for development. Crucially, they should also propose clear, actionable steps for improvement. At first glance, this may seem like a one-way conversation — but is it really?
Although performance reviews are led by managers, employees can benefit from them significantly. When approached strategically, a performance review becomes a powerful tool for career advancement rather than a routine annual obligation to “get through.”
Prepare thoroughly and bring concrete evidence of your achievements and contributions. Be open to feedback, even when it’s critical, and show a willingness to improve. Bring your own assessment of your performance, including areas where you see room for growth. Ask questions to clarify expectations and feedback. Discuss your career goals and ambitions openly with your manager. Take notes during the meeting using a notebook rather than your phone — psychologically, a phone can signal distraction, while a notebook communicates focus and professionalism. Finally, follow up on the agreed steps, tasks, and development plans discussed during the review.
Avoid being defensive or dismissing criticism. Don’t compare yourself to colleagues or comment on their performance. Don’t focus only on negatives — highlight your successes as well. Don’t be passive; advocate for yourself while engaging constructively. Avoid introducing major issues that haven’t been discussed before. If you disagree with feedback, ask for concrete examples and discuss calmly. Don’t forget to ask about the support or resources you’ll need, and make sure you leave the conversation with a clear understanding of expectations for the next period. Always thank your manager for their time and feedback.
Whether you received your evaluation in writing or have just left the meeting, take time to process the feedback. High ratings are worth celebrating — but once the excitement fades, reflect on the skills and qualities that led to your success and continue to develop them. If you received criticism or guidance for improvement, don’t be discouraged. Treat it as an opportunity to grow. Create an action plan to improve your performance and aim for stronger results next year. And if you were hoping for a raise or promotion but didn’t receive it, plan what you can do between now and the next review cycle. Speak with your manager and ask for clear direction on how to move closer to your goals.
