For many professionals in India, the annual performance review is a source of significant anxiety. Questions about what to say, how to present achievements, and how to handle critical feedback can leave even seasoned employees feeling unprepared. In a recent interaction with CNBC, renowned career coach Sarah Baker Andrus provided actionable strategies to transform this daunting process into a career-advancing opportunity.
The Foundation: Emotional Management is Everything
Andrus places emotional intelligence at the core of a successful review. She warns that "The way you handle your performance review can define your relationship with your supervisor." The goal isn't to avoid criticism but to manage oneself effectively under pressure. She emphasizes that staying calm and engaged throughout the conversation makes a far stronger impression than defensive or flustered reactions.
An important perspective she offers is that stress is mutual. "Nobody wants to give somebody negative feedback," Andrus observes. Recognizing that managers also experience anxiety during these sessions can help employees approach the discussion with greater composure and perspective, turning it into a collaborative dialogue rather than a one-sided evaluation.
Non-Negotiable Preparation: Your Brag Document
One of the most common pitfalls Andrus identifies is walking into a review unprepared. Simply recycling old self-assessments signals a lack of commitment to growth. "That sends a signal that you're not committed to growth and development," she told CNBC.
Instead, she advises treating self-assessment as a living record. "It's not just a piece of paper. Everybody hates doing it, but you've got to take it seriously, or you're not taking yourself seriously," Andrus states. A powerful tool is maintaining a 'brag document'—a running log of key achievements, contributions, and measurable results. This demonstrates organization, accountability, and professionalism, providing concrete evidence of your value.
Navigating Criticism and Preserving Relationships
How you respond to feedback is critical. Andrus cautions that defensive arguments in the moment are a "huge red flag." Responding thoughtfully, rather than impulsively, shows maturity and keeps you in control.
For situations where you disagree with the critique, she suggests using neutral language. You might say, "That's disappointing to hear," and propose, "I'm not sure I agree with this; are you willing to continue the conversation later?" This approach keeps the dialogue open, prevents immediate conflict, and shows a willingness to engage constructively after reflection.
Actionable Tips for Indian Professionals
Manage Your Emotions: Practice active listening, maintain calm, and avoid reactive responses.
Prepare Meticulously: Update your self-assessment, track achievements quarterly, and bring your 'brag document' to the meeting.
Engage Constructively: Accept feedback gracefully, ask clarifying questions, and schedule follow-ups if needed.
Think Strategically: View the review as a chance to align with your manager's goals and showcase your future potential.
Ultimately, Sarah Baker Andrus's guidance reframes the performance review from a feared formality into a strategic moment of professional leverage. With foresight, solid preparation, and emotional intelligence, employees can confidently navigate these sessions, turning evaluation into a clear avenue for growth and strengthened workplace relationships.
