Mr. Glen might not make a very good criminal, but he does have the right approach for handling a performance review. It’s important to take an active role in the process and to plan ahead. I’ve included three Do’s and one Don’t below to help you survive your next evaluation and an action plan.

DON’T be a passive observer. If you haven’t had a review in a long time, ask your boss to schedule one with you. Next, ask for a copy of the form that will be used during your review before your meeting. Take the time to answer all the questions yourself, honestly, so you can turn the meeting from a monologue into a dialogue. Don’t be argumentative or blow off the feedback, just be prepared to join in the conversation about your performance and how it can be improved. Isn’t it better to know where you stand and where you need to improve, especially during tough times?

DO create a paper trail. Keep your own “victory file” containing positive emails, letters and reports that acknowledge your contributions. Given how busy most people are today, you’ll probably have to remind people to email you their positive feedback, but it’s great to have actual documentation that you can share with your boss. A reader also suggested that a victory file can also come in handy on days when you’re energy is low, which can happen a lot during a recession. Reading the file should give you energy and renew your spirts.

DO your own 360 review. A 360 review is an evaluation where people above, below and to the side of you provide feedback to you about your performance. 360s have been an expensive tool that was exclusively owned by corporations. However, now there are a variety of companies that provide free online reviews, Checkster.com, for example. Bring actual feedback from the people that you work with to show your supervisor during the review. But don’t just bring all positive comments, include a few areas of improvement too so your boss can see that you are sincere about your desire to improve. 

DO see your personnel file. Most people never think to ask to see their personnel file. This is a mistake. Because mistakes can make their way into your file. Many states require your company to let you see the file. Some states even give you a mechanism to correct mistakes in the file.

Follow these tips and you’ll never be robbed of getting a fair evaluation at work.

Recession Action Plan:

Own Your Performance Review—Evaluating Your Own Performance

Yes, we are. Most people are far too passive during their performance review. You’ve got to get actively involved in the process. We’ve included the following tips to make your next performance review more interactive.

• DON’T be a passive observer.
• DO create a paper trail.
• DO your own 360 review.
• DO see your personnel file.
  

DON’T BE A PASSIVE OBSERVER. A performance review is something that shouldn’t be done to you, but done with you. You need to be vulnerable and able to hear what you’re being told, at the same time you need to be asking questions so that it can be more of a dialogue. 

• What if I haven’t been reviewed in a long time?
• How do I prepare for a review?
• How much should I talk and how much should I listen?
  

Here are some specific steps you can use to get more actively involved in the process.

• Ask for a review. Most people are relieved to not have to go through a review process. We disagree. You need to know where you stand and what you can do to get even more effective at work, especially when times get tough. So if you haven’t had a review in a while, ask for one.
  
• Ask for a copy of the form they’ll use. You should not be the only one who wants the process to be a dialogue, instead of your boss doing a monologue about your performance. Your boss should feel the same way too. The best way to do this is to have both of you fill out the evaluation form before the session. Many bosses do this routinely. If yours doesn’t, ask if you can see the form before the session. You may get turned down, but it is worth it to ask.
  
• Get involved in the dialogue. Prepare your thoughts before the session. Not to fight what you hear or to be defensive, but to be part of the conversation. One way to do this is to have conversations with people you trust about your performance before you review. This dialogue should help to get you ready for your review with your boss.
  

DO CREATE A PAPER TRAIL.Most people go into their review empty handed. This is a mistake. You want to bring in evidence that you are doing a good job. We’ll provide suggestions about how you can go into your review more confidently because you have proof that you’re getting the job done.

• How do you document that you’re doing a good job?
• What do you do when people compliment your performance?
• Is it too bold to bring positive feedback into your review?

• Collect positive feedback. Create a file on your computer where you collect positive emails and letters from customers, vendors, colleagues and managers. Most people never think to bring this kind of feedback to their review. We’re not talking about emails from ten years ago, but recent comments about your performance.
• Ask for people to write it down. Have you ever had someone give you an atta-boy or atta-girl at work? Most people just say thank you. We ask everyone who gives us a pat on the back if they could take a moment to send us a short email with the feedback. Sure, many people never follow up. But the ones that do will give you important ammo for your next review. Not to mention, helpful feedback that you can use to boost your spirits when you are having a tough day at work.
  
• Bring it to your review. Just walking into your review with a stack of documents can motivate your boss to ask what you’ve got. If they do, the door is now open for you to show him or her your positive feedback. If not, wait for the right opportunity to introduce your documents. If the review is close to the end and the opportunity hasn’t presented itself, simply ask if you can show them some of the feedback you’ve received since your last review.
  

DO YOUR OWN 360 REVIEW. There are many great, and free, tools out there that allow you to do your own 360 review. What is a 360? Simply a term to describe getting feedback from people above you, to the side and below you in the organization.

• How can you show your boss that you’re doing a good job?
• Who should you ask to evaluate you?
• Shouldn’t you play it safe with your questions?

DO SEE YOUR PERSONNEL FILE. Some states have laws that require that you can see your personnel file. Even if you work in a state that doesn’t, it doesn’t hurt to ask. Personnel files can contain mistakes and information that you need to know. So ask.

• What rights do you have to see your personnel file?
• What if your state doesn’t require your company to show you your file?
• What can you do if you find mistakes in your file?
  

Here are a few steps for getting a look at an important document that won’t usually be offered to you. No, you’ll have to ask to see your file at work.