At my previous company—one of the largest IT and business consulting firms in the world—I was promoted from Consultant to Senior Consultant, and later to Principal Consultant, all within less than four years. Had I stayed longer, I likely would have reached the Director level. If you’re curious, take a look at this previous blog post where I explain why I chose to walk away from becoming a Director at the age of 30.

Having climbed the corporate ladder across several organizations, I’ve learned what it takes to excel in annual performance reviews—ultimately setting yourself up for success in the workplace.

That said, workplace politics often play a significant role, and it’s important to understand the “rules of the game” — and decide whether you want to play by them. Otherwise, you risk frustration when hard work doesn’t translate into recognition. For instance, some organizations may show bias toward certain genders or ethnic groups. Others may cap the number of promotions per department, regardless of performance. Still others enforce strict criteria that make it harder for younger professionals to advance (due to their age), even when their output matches that of more experienced colleagues. These are just a few examples of workplace politics I’ve encountered firsthand.

As a young professional, you need to decide whether you can tolerate these dynamics. But in my opinion, politics should never hold you back for too long. If they do, my advice is simple: find an employer where merit truly leads to advancement.

In this blog post, I’ll share my approach to the annual performance review, with a particular focus on the preparation that takes place long before the year‑end discussion. Hard work alone isn’t always enough—believe me, preparation is the real key. To make this practical, I’ll break it down into clear steps:

1. Start with the career framework. Look internally for a career matrix, career acceleration model, or whatever terminology your company uses. If you can’t find it, ask your line manager or consult your HR department. This framework is usually unique to each organization, but it should outline how you can progress to the next level or position.

I’ve worked for companies where such a framework didn’t exist, but the better ones typically have it documented and stored centrally. Use it to understand where you currently stand, what the company expects from your current role and responsibilities, and where you need to grow and develop yourself. From there, identify the steps you’ll need to take to move toward your desired position within the organisation.

2. Draft your annual career objectives and personal development plan. For this step, I highly recommend using the OKR framework (Objectives & Key Results). The objectives you set should align with your company’s career framework and reflect the position or role you aspire to. The goal is to demonstrate readiness for promotion by first mastering your current role and responsibilities, while also showing that you can take on those expected at the next level.

Once you’ve defined your objectives, establish measurable success criteria—your key results. Make these as SMART (Specific, Measurable, Achievable, Relevant, Time‑bound) as possible. They should be easy to track throughout the year, with no ambiguity about what success looks like in practice.

Beyond practical work experience, consider your learning and development priorities for the year. Training programs, certifications, or other professional development opportunities can help you demonstrate mastery and strengthen your case for advancement.

Please find an example OKR below:

Objective: Strengthen stakeholder management skills to drive project success and build stronger cross‑functional relationships.

Key Results:

1. Successfully lead at least 3 major stakeholder meetings per quarter, ensuring clear alignment on project goals.
2. Achieve an average stakeholder satisfaction score of 8/10 or higher in post‑meeting feedback surveys.
3. Reduce the number of project escalations related to stakeholder misalignment by 20% compared to last year.

3. Review your draft career objectives with your line manager. Once you’ve drafted your career objectives and key results, schedule time to review them with your manager. Discuss how you compiled them—especially how they align with the company’s career framework—and ask for their support in identifying opportunities to gain exposure in key areas.

It’s important to get their sign-off and ensure you both have a shared understanding of what success looks like. In addition, clarify the implications of your performance appraisal at year‑end (or whenever it takes place):

• If you achieve all your OKRs, will that lead to a promotion or salary raise?
• If some OKRs remain unmet due to limited exposure, how will that be evaluated?

Having this conversation early helps set expectations and reduces the risk of misalignment or disappointment later in the year.

4. Reserve time for regular self-reflection and gather ongoing feedback from your colleagues (360 degree feedback). Set aside time for self‑reflection at least once every quarter (3 months). Record your reflections—complete with date stamps—in a location your manager can access. This not only helps track your growth and ensures transparency throughout the year, but also signals to your manager that you are a thoughtful reflector who values continuous growth.

In parallel, make a habit of reaching out to colleagues for feedback on a regular basis—not just at year‑end. Aim to make the process as effortless as possible for them. For instance, I once worked with an external colleague who created a simple, intuitive online form to collect feedback. Some organizations even have dedicated systems embedded into their culture to encourage ongoing input. Invite colleagues to reflect on your progress and share specific observations of what they’ve seen you do in practice. This proactive approach gives you time to course-correct if any behaviors fall below expectations. For more detailed advice on how to collect feedback (incl. the various types), refer to this previous blog post.

One key lesson I’ve learned: evidence matters—especially when it comes to promotions and salary reviews. Verbal praise is great, but in large, bureaucratic organisations, promotions often depend on documented proof (a portfolio of evidence if you will). You’ll need to tick specific boxes and ensure feedback is recorded in a system your manager can access and share with decision-makers.

5. Maintain regular touchpoints with your manager to track growth and development. Schedule consistent check-ins with your manager throughout the year—not just during the annual review. Use these meetings to discuss your self-reflections and any feedback you’ve received from colleagues (see point 4).

If you’ve recently delivered something of value, make sure your manager is aware. Periodically ask whether they’re satisfied with your performance and whether you’re still living up to their expectations. This ongoing dialogue helps avoid surprises or disappointment during the year-end review. As Marty Cagan emphasizes in Empowered, “there should never be any performance‑related surprises in the annual review.”

Finally, document what’s discussed and agreed upon during these conversations. Keeping a shared record ensures accountability and helps both you and your line manager follow through on any commitments made.

If you consistently deliver strong results and make yourself visible within the organization—if people know who you are and what you contribute—the annual review should feel like a formality. While some may view it as a tick-box exercise and do only the minimum required, it would be a missed opportunity to lose out on a promotion or raise you’ve worked hard to earn.

That’s why it’s essential to prioritize the steps outlined above and ensure you have the support of a manager who’s willing to fight for you when it matters most.

Ultimately, much of my career acceleration has stemmed from a proactive mindset and the determination to advocate for what I truly deserve. The reality is that very few companies will hand you a promotion or raise on a silver platter. If you don’t clearly signal your ambitions to your manager and demonstrate how serious you are about progressing, you risk being kept in the same role indefinitely. Career growth isn’t just about hard work—it’s about making your aspirations visible and ensuring others recognize the value you bring.