Performance reviews are rarely anyone's favourite meeting, but they are one of the few formal moments when your work, your goals and your pay are on the table together. Employees who prepare get more from them: better feedback, clearer targets and a stronger case when they ask for more. Those who arrive empty-handed leave with whatever the manager remembers from the last few weeks. A bit of preparation changes the conversation.

Know how your review works

Find out how reviews are done in your company: how often, what criteria are used, who takes part, whether there is a rating, and how it links to pay or promotion. Ask HR for the form or the policy. If the process is vague, ask your manager to explain what a good result looks like. You cannot hit a target you have not seen.

Collect your evidence

Keep a running record of what you achieve throughout the year. Write down results with numbers where you can: sales closed, costs saved, tasks completed on time, customers praised, problems solved and extra responsibilities you took on. Save emails of thanks and examples of your work. A short list of five to ten specific achievements is far more persuasive than a general claim that you worked hard.

Review your goals honestly

Look at the targets you were given at the last review and compare them with what happened. Where you met them, be ready to say how. Where you fell short, think about why and what you have learned. Managers respect an honest account of a miss more than a defensive one. Prepare one or two examples of how you improved.

Prepare for feedback

You may hear things you do not like. Listen, take notes and ask for examples before you respond. Questions such as "What would a stronger result have looked like?" turn criticism into a plan. Avoid arguing during the meeting; if you disagree, say you would like to reflect and respond in writing. Calm replies are remembered.

Set goals for the coming year

Propose goals that are specific and measurable, and that link to what the business needs. Ask what skills or training would help you grow. Agreeing clear goals now gives you a basis for the next review and for any pay discussion. Write the agreed goals down and ask for a copy.

Decide whether to raise pay

If you want to discuss pay, prepare your case separately. Research what similar roles earn, using job adverts and trusted contacts, and decide the figure or range you would like. How to ask for a pay rise and see what you will actually keep walks through the approach. Time matters: some companies fix pay budgets before reviews, so ask early.

Work out what an increase is worth

A raise is taxed at your highest rate, so the gain is smaller than the headline. Use the PAYE calculator with your current and proposed pay to see the difference in take-home pay, and the net to gross salary calculator if you are given a net target. For a bonus, the bonus tax calculator shows what you would receive. Understanding the real figure helps you decide what to ask for. Gross pay vs net pay: negotiating a salary explains how to talk about it.

Consider the whole package

If a raise is not possible, ask about other items: a bonus, extra leave, training, flexibility, a change of title or a review in six months. Benefits have value, but they are taxed differently; see choosing between cash allowances and benefits in kind.

During the meeting

Arrive on time, bring your list and take notes. Start with what went well, listen to the feedback, then bring up your goals and, if appropriate, pay. Keep your tone calm and factual. At the end, summarise what was agreed and ask when you will have it in writing.

Afterwards

Send a short follow-up email summarising the discussion, the goals and any next steps. If pay was discussed, ask for a date for the decision. Keep your notes and the written outcome with your employment documents, and check your payslip when any change takes effect, using how to spot mistakes on your payslip. Good preparation turns the review from something that happens to you into something you take part in.

If a change in pay is agreed, check what it means for your take-home pay with the gross to net salary table, and read how to read your employment offer letter and benefits schedule, what to check in an employment contract before you sign and read your payslip line by line.