Performance reviews are no longer what they used to be. Remember when you used to stress out about your review for days, and prepare for the BIG day by putting your best foot (and outfit) forward, and attempting to master your nerves for the entirety of the review meeting… Fast-forward a couple of years, a global pandemic later, and working more remotely than we ever have, performance reviews have definitely changed. The stress and anticipation are still there, yet are enhanced by a different remote format, a changing work landscape and unstable economic outlook. These factors are all the more impactful for working women and moms, who are already impacted by the existing gender bias in performance reviews.
Effectively, research at the Stanford Graduate School of Business has shown biases exist in the way male and female employees are evaluated, the biggest of these being related to individuals’ personalities, future potential, and exceptionalism. Further, additional research demonstrates employees of color tend to be more significantly and harshly downgraded.
As an introvert and non-confrontational individual, as well as a woman of color, I used to struggle with performance reviews. It’s because of my struggles and the questions that came out of these that I started looking into how to do better in this area. As the COVID pandemic turned remote work in a new normal for many, if not most, even more questions came into play around how to be effective at performance reviews. While the same or similar general advice still applies, from being adequately prepared to presenting oneself well, there are additional nuances and criteria to consider in the modern era of remote performance reviews, some of which are presented below:
- Prepare while keeping in mind the current context!
While it is generally (and traditionally) advisable to review your performance, in terms of your accomplishments, challenges and growth during the current year, the context we’re living demands that we consider additional criteria. Switching from traditional to remote work during the pandemic, especially for working women and moms who suffered the brunt of this global crisis, was a life and career-altering change for many, if not most. This drastic change, along with the trauma we all underwent, not only transformed the nature of work, but also that of employees’ performance.
As you review your own performance during this very unique pandemic time, keep in mind the context in play is vastly different than the one you’ve been evaluated in previously. The rules of work have changed, and so have those of performance reviews. As such, look at your performance in an evolved and practical light considering the new factors, environment and systems you’ve faced, and asking yourself additional, more evolved questions to gauge your own work, such as:
- How did my work change with the pandemic?
- What challenges have I faced and how did I overcome them?
- How did I successfully manage to adjust to change?
- In what ways did I grow?
- What new metrics did I have to work with and how did I perform under these?
- Work on your presence!
It’s one thing to be present in person, using facial cues and body language to successfully steer and direct a performance review meeting. It’s another to be assessed remotely, in a non-traditional way and environment, without the natural cues which were available in previously more traditional settings. Believe it or not, this can add another layer of complexity, stress and bias to performance reviews, as remote work has been shown to make working women more susceptible to unconscious bias?
This is where it becomes so important to work on your presence. The first step is to turn on your camera, and ensure you are presenting yourself in a positive manner. This does not just include your personal presentation, from the way you’re dressed to your personal demeanor, but also the environment around you. Creating a clean, uncluttered, and distraction-free background will allow you to present a more professional front, while allowing you to focus on the meeting.
Additionally, remote meetings are perceived by many as an opportunity to multi-task and address other pending priorities. As a working woman and mom with so much on your plate, it may be tempting to do so during your remote performance review. However, refraining from multi-tasking (that email can wait!) will also provide you with the mind space, concentration and availability to make your review as efficient and fruitful as possible.
- Don’t be afraid to make the ask!
Last but not least, as remote performance reviews can appear to be more impersonal, they can make it more challenging to be more transparent and actually ask for what you actually need. This is all the more important as prior studies have confirmed a gender divide in negotiations.
Considering the different post-pandemic context that has plagued so many working women and moms with issues ranging from lack of childcare to the unequal distribution of household chores, your professional needs may also have changed. Are you in need of added flexibility? Have your salary requirements changed? Has the new remote context added to your responsibilities and requirements, leaving you short of the resources you actually need to perform your work?
The answers to these questions are important fact to bring to the table during your performance review, and use to ask for what you need in these different times.
Along with these, it’s also crucial to ask for current and future expectations based on the new work context we’re under. Last but not least, asking for next steps is a must as you conclude your remote performance review.
All in all, as you prepare for your performance review, please keep in mind that while many of the traditional advice applies, the context has drastically changed. Taking a more evolved and proactive stance in light of the current situation you’re in can help in having a more transparent, effective and impactful performance review.
How are you approaching your remote performance review in 2021?
The Corporate Sis.
