The annual performance review process can be daunting for everyone involved—managers, employees, and HR. Most companies rely on feedback systems that happen only once or twice a year, creating a big gap between actions and when feedback is actually given.
But you don’t have to wait for those reviews to take control of your career growth. With frequent reorganization and job shifts being common, it’s crucial to take charge of your own progress rather than leaving it to your manager. Here’s a guide to help you take ownership of your career, no matter where you are in your journey.
Embrace Openness
The first step is being open to feedback and actively seeking it out. This openness will fuel your growth. Many people struggle to handle constructive feedback, often viewing it as an attack. Our natural instinct is to get defensive, but overcoming that feeling is essential for self-improvement.
Studies show that the brain reacts to critical feedback as a threat. It’s up to you to push past that response, knowing that it’s the key to personal development. However, not everyone around you is equipped to give perfect feedback, so you also need to develop your own system of self-assessment and calibration.
Structuring Feedback
Good feedback is a mix of positive reinforcement and constructive advice. The positive aspects help reinforce what’s appreciated, while the constructive criticism points to areas that need improvement. It’s important that feedback is appropriate to your level and expectations. Companies typically have frameworks or rubrics that outline what’s expected at different levels of responsibility—Amazon, for example, uses 14 leadership principles.
When giving or receiving feedback, use the SBI framework (Situation, Behavior, Impact). This method ensures feedback focuses on specific actions rather than making it personal. By framing it this way, feedback becomes more actionable, addressing how certain behaviors could lead to a better outcome.
Make Feedback a Habit
Feedback shouldn’t just happen once or twice a year—it should be a regular practice. Set up periodic check-ins, scheduling them in advance rather than relying on spontaneous conversations. This helps both parties prepare and ensures the feedback is thoughtful.
It’s also smart to seek input from a variety of colleagues, not just your manager. Include peers, team leads, or project leaders who have seen you in action. Make feedback sessions a two-way street—giving as well as receiving—so that both parties can benefit.
Processing Feedback
You can give and receive feedback from anyone, whether it’s your juniors, peers, or even your boss. When you receive feedback, listen with the intent to understand rather than defend yourself. Even if feedback seems inaccurate, it’s still data about how others perceive you. Compare it to feedback from others and look for patterns.
Take time to reflect on both your genuine areas for improvement and the ways you may need to correct misperceptions others have about you. Don’t overreact to one extreme comment—look for the bigger picture.
Building Trust
Trust is the foundation of honest, useful feedback. Regular, mutual feedback meetings will help establish this trust over time. Even if the early conversations feel awkward or unproductive, stick with it. As trust grows, the quality of feedback will improve.
Because this process exists outside formal performance reviews, it helps build relationships without the pressure of company rewards or promotions hanging over it. When people trust you and know you’re open to feedback, they’ll feel more comfortable giving you valuable insights.
Self-Evaluation
Apart from external feedback, it’s important to be honest with yourself. Regular self-evaluation helps you identify your strengths and weaknesses. Use the same categories your company uses for feedback to structure your self-assessment. Whether or not you share it with others, this evaluation helps you stay grounded in your growth journey.
Journaling for Reflection
To make continuous growth a habit, consider keeping a journal. Spend a few minutes each day reflecting on how you approached tasks and situations. At the end of each week, take 15 minutes to summarize your progress. Then, once a month, set aside an hour to review everything and note areas for improvement.
This process of regular reflection helps you stay aware of how you’re developing and whether you’re addressing your weaknesses. It also gives you a clear record to track your growth over time.
Bringing It All Together
Your personal feedback system should align with the company’s feedback structure and your own self-assessment. The goal is to harmonize these sources of feedback—what you think, what others say, and what the company expects—to get a clear understanding of where you stand and where you need to improve.
By regularly combining self-reflection, peer feedback, and formal reviews, you’ll have a well-rounded view of your progress. This practice puts you in control of your career and helps you stay on track with both personal and professional growth.
Taking ownership of your career isn’t just about moving up the ladder—it’s about making continuous improvement a habit that benefits you no matter where you are or where you go next.
