Most professionals I know dislike the process of annual performance reviews as much as they dislike job interviews.

Why is this annual routine so greatly disliked and viewed the dreaded moment that you have to come face-to-face with the big boss?

I am thinking that if you spent the entire year preparing for performance reviews and keeping track of your achievements and kudos, you would be in a better position to discuss your value to the company, highlight your contributions, and negotiate a salary increase or promotion to your advantage.

I cannot tell you how many executives that I have worked with who have forgotten their career achievements or lost sight of their major career milestones. While you may have a great relationship with your immediate boss, don't be fooled into believing that he/she will remember how you have excelled or everything you have done in the previous 12 months.
Here are a few strategies to keep in mind that can make your next annual review go a lot smoother:

Keep solid, verifiable records of everything using either a word document or Excel spreadsheet; frequently monitor your career activities and conduct frequent updates at the 3-month, 6-month, 9-month and 12-month marks.

Make sure that your personal career files include the following:

-- Achievements/successes you have made outside the scope of your responsibilities - think in terms of innovation, direct impact to company, areas of improvement, cost savings, revenue growth, efficiency etc.

-- Specific project-related challenges or goals you faced and how you overcame them. (consider the S-T-A-R approach or developing a Critical Leadership Initiatives document)

-- Descriptions of how you have addressed or exceeded individual and management-directed goals from your previous performance review

-- List any improvements you have made to your skills, competencies, and areas of expertise - training courses, advanced degrees or certifications

-- An outline any internal programs, projects or initiatives that you volunteered to lead or were selected for participation

-- Copies of "kudos" emails and letters gained through routine comments and unsolicited feedback from clients, vendors, strategic partners, managers and colleagues