Communicating your value at work - performance review season edition

Aug 20

The other week, I had a meeting with someone in the Career Civility community who was prepping for her performance review. She sought out help prior to her scheduled review because as she had told me, “these reviews don’t always go in my favor”

She wanted to advocate for some big changes - a title change, more compensation, and a new hire to support her growing team - but she didn’t exactly know how to make the ask or position herself in the conversation.

After learning more about her role, the organization, and the (new) leader she was working for, I started to understand that she had a lot of ground to stand on when it came to communicating her value and asking for more in her review.

Not only was she leading business-critical projects and development, she had A LOT on her plate. And this time? She was having her performance review with a new leader - someone who seemed supportive and open. And that’s when I told her: If you’ve got an ally in your corner, use the moment.

Because here’s my take on performance review season: it’s not just about ratings and goals. It’s a strategic opportunity to advocate for your own growth and the future of your role. But you need to approach it with clarity, intention, and good communication.

Below is the framework I walked her through. One that you can use too, especially when you’re ready to communicate your value and make a clear ask:

1. Start with the goal of the conversation

Once the formal HR portion is done, create space for the real conversation.

Try saying:

“I’d love to use the rest of our time together to talk about how my role has evolved, where I see it going, and how I’d like to continue contributing to the business.”

This signals that you’re not just there to “get” something and move on…you’re there to speak up.

2. Walk through the ‘Then, Now, Next’

Map out your contributions in a way that shows growth and strategic alignment. Think of it as telling the story of your impact.

Then: What were you hired to do?
Now: What are you currently working on (and how has it changed)?
Next: Where do you see your role headed? What needs do you anticipate?

This helps you anchor your asks with real context (make sure to include examples)! This is your chance to communicate that your workload hasn’t just increased, it’s evolved in alignment with the company’s biggest priorities.

3. Make your asks (clearly + confidently)

Once you’ve walked through the story, don’t dance around your asks. Be direct, but grounded in rationale. For example:

“My responsibilities have significantly increased, and I’m at a point where I can’t maintain this level of work without support. I’d like us to begin exploring options for adding a resource to the team.”
“I’m operating at a higher level than my current title reflects. I’d like to talk about a title change that better aligns with the scope of my work. I came prepared with a few options I’d like to run by you.”
“Given the growth in my role and responsibilities, I’d also like to have a conversation about a compensation adjustment.”

Notice the tone: it’s confident, not demanding. Assertive, not aggressive. It keeps the door open for dialogue while making your needs crystal clear.

4. Reaffirm your commitment to the business

This part is often overlooked, but it matters. Remind your leader that you’re committed to doing good work for a company you care about and want to continue growing with.

Try saying:

“I’m really energized by the work I’ve been doing around [xx project], and that’s where I want to focus my time and energy moving forward. I’m committed to making these initiatives successful and supporting the broader goals of the business.”

It shifts the narrative from “me” to “we,” which goes a long way in earning trust and support.

Lastly, something we think our work should speak for itself. But in reality? People are busy. Leaders are juggling competing priorities. And no one knows how to communicate the work you’re doing better than you do.

So start communicating it! And use a performance review to specifically communicate (and document) the work you’ve been doing, the impact it has had on the business, and how you want to contribute and grow with the business moving forward.

Whether you’re working with a new manager or a longtime leader, don’t be afraid to bring receipts, communicate your value, and have the conversation that can move your role forward.

You’ve earned your seat at the table, now it’s time for you to use it.

P.S. Don’t forget I offer 1:1 consultations to help you prepare for these types of conversations in the workplace. Book here