Mini-masterclass with Rachael Fitzjohn, people & culture expert from Emerging Engines.
While only 14% of employees feel inspired to improve after their review, you don’t have to be passive. You can shape the outcome.
Rachael Fitzjohn brings her practical people experience spanning corporates and startups to tackle performance reviews. As an executive people leader at Emerging Engines, she’s honed simple tactics that stop you walking out deflated and instead leave you feeling energised:
1️⃣ Preparation is queen: Gather evidence and capture what you delivered, how you contributed beyond outputs, and where you grew. Frame your examples as a story: ‘Here’s what I set out to do, here’s how it went, and this is what I learned.’
2️⃣ Guide with curiosity: Performance reviews are two-way dialogues. Ask questions like ‘What’s one thing I do really well that I should double down on?’ or ‘What would exceeding expectations look like in my role?’ This shows you care about improving and makes your manager give more detailed feedback.
3️⃣ Turn feedback into fuel: Frame feedback as a shared project between you and your manager. Things like ‘I’d really like to work on that over the next quarter – could we check in on it then?’ or ‘If I were aiming for a more senior role, what skills would you want to see from me?’
Stuck in a rut with your current manager? Be transparent: ‘My development is really important to me. I’d love to approach our reviews differently – can we try this?’ Most managers want it to work for you, but just don’t have all the answers.
Mini-masterclass: How to give Better Performance Reviews
Mini-masterclass: Conflict when there’s a power imbalance
Mini-masterclass: Escaping the drama triangle
Mini-masterclass: Have better one-on-one meetings
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"Loved this masterclass, thank you. My new goal ‘Be the Marion in shining armour’ :-) "
