Annual performance reviews have a bad reputation. This is especially true if they aren’t supported by regular conversations between managers and employees. An employee who only receives feedback once a year — either as part of compensation increases or a promotion evaluation — is less likely to be engaged, according to research by the Gallup organization.
Rather than making performance reviews an obligation that no one enjoys, organizations are learning that weekly 1:1 feedback and personal check-ins support more productive conversations about goals and skills improvement.
Remember, though, that reviewing your performance is a two-way street. You are in charge of your own career, and it’s important to be an advocate and active participant in your advancement in public accounting jobs.
For example, take time to assess what you want to learn, what you love to do and how you can enjoy your work even more. Be proactive with your goals. It’s the best way to smash your accounting job performance review.
Your employer may provide documents to help you evaluate your own performance, but go the extra step. Identify what will really make a difference in your satisfaction and skill development. Try to answer these questions prior to your next meeting with the boss.
1. What has gone well?
Keep a list of work activities for which you have contributed to positive outcomes. Try to do this in the moment. When someone gives you a compliment or you notice a problem and fix it without being told, write it down with a date!
Share these activities with your supervisor during check-ins and your annual review. They are busy. They may not be aware of how you solve problems behind the scenes.
These items add up. They demonstrate your level of care and concern for quality, accuracy or meeting a tough deadline.
2. What has been challenging?
Are there areas of concern that impede your ability to do great work? This is not about pointing fingers at others. Your answers to this question should be focused on process improvements, technology updates or even a quieter work zone.
Keep track of unexpected occurrences or client issues for which you don’t have control. Ask your supervisor about ways that you can solve these challenges, including who to ask for help.
If your challenges seem to stem from another person on your team, ask your supervisor how to move projects forward as much as possible. What do you control? Be solutions focused.
3. What ideas do you have for improvements?
Maybe you’re not an idea person, and that’s ok. However, you can read about trends in the accounting industry that impact your work now or in the future. By subscribing to industry news or following a professional group that focuses on your area of accounting, tax or assurance work, you gain insights into how other firms are making improvements.
Bring these ideas to your supervisor for consideration. You can also share tips for efficiency, time management or how to fully leverage the firm’s software. Don’t worry if some of your ideas don’t get picked up. Over time, your ideas will demonstrate your interest in helping the firm and team improve.
4. Who has helped you most to advance your goals?
If there is someone on your team who is your go-to person for solutions or encouragement, recognize that individual. Supervisors like to hear that you get along with your colleagues and appreciate them.
Your favorite person may act as a mentor or simply express positivity to energize the group. Either way, provide feedback on why this person makes your work easier. By paying forward this recognition among your peers, you improve the firm’s culture overall.
5. What could your ideal role in the firm look like?
It sounds simple, but if you can imagine your ideal career, you can create it.
You may have a formal career plan for your accounting job or not. If not, create one. If you could create an ideal role in the firm, what would it look like? Who would you work with? What would your day look like?
You don’t have to switch firms to find your ideal job. It can be easier to build the role you want within the trusted framework you’ve already earned in your current firm. Start by talking to your supervisor about the work you enjoy. Ask how you could do more of it. This initial outreach can lead to a bigger conversation about your future with the firm.
How do all of these things help you smash your performance review? One word: proactivity. When firm leaders know that you took time to prepare for the conversation and that you care about your career success, you will stay on their radar for new opportunities. Be ready when opportunity knocks!
