5 essential reasons to document your annual review responses

Elevating the dialogue: how your views influence leadership

“Feedback is the breakfast of champions.” — Ken Blanchard

For many in the North American corporate landscape, it’s performance review season — a period often marked by anxiety as leaders evaluate employees’ yearly achievements. This time is typically perceived as a conclusive dialogue, but it shouldn’t be. Instead, it should be seen as an ongoing conversation, a checkpoint rather than a full stop.

Reflecting on my own experiences as a cog in the corporate machine, I remember feeling intimidated by the prospect of responding to leaders, particularly those whose leadership skills were, to put it mildly, lacking.

Like many, I would silently accept their assessments, all the while hoping for whatever modest bonuses the company deemed fitting for my role as an individual contributor.

In this blog, I share a personal story that sheds light on this issue. My story serves as a reminder and an encouragement to the many apprehensive employees out there: remember to review those who are reviewing you…