Michelle addresses strategies for women to effectively manage performance reviews, career progression conversations, salary negotiations, and navigate gender biases in the workplace.
Key Points:
1. Mindset Shift:
- Performance reviews are business meetings, not tests.
- Move from anxiety to proactive preparation.
2. Effective Performance Review Preparation:
- Gather evidence continuously; document accomplishments and contributions regularly.
- Use the STAR(O) method: Situation, Task, Action, Result, and Outcome for structured evidence.
- Prevent "accomplishment amnesia" by keeping ongoing records.
3. Setting the Agenda:
- Take charge by proactively proposing career goals and objectives.
- Reframe missed targets into learning opportunities; emphasise your growth mindset.
4. Salary Discussions:
- Frame requests using Business Intelligence (BQ): strategic, financial acumen, and ambition.
- Use data-backed reasoning, tie your achievements directly to organisational outcomes.
- Conduct salary benchmarking to understand industry standards and position yourself effectively.
- Clearly communicate compensation expectations using assertive, business-like language.
- Timing is crucial; prepare your manager and avoid surprises.
5. Career Progression Conversations:
- Initiate conversations early; don’t wait to be noticed.
- Nail your current role to be considered for advancement.
- Partner with your manager and strategic mentor in career planning.
6. Navigating Personality vs. Performance Feedback:
- Recognise gender bias; women frequently receive personality-based feedback.
- Redirect vague feedback by asking for specific examples and connect feedback to measurable outcomes.
- Counter-biased feedback with documented, positive stakeholder evidence.
7. Advocating with Confidence:
- Confidence is built on competence and courage.
- Emphasise BQ—link your contributions explicitly to organisational success.
- Use clear, direct, and assertive language; eliminate diminishing phrases.
- Practice and prepare for challenging discussions, rehearsing with trusted colleagues or mentors.
Key Takeaways:
- Prepare continuously: Document achievements regularly.
- Advocate proactively: Speak clearly about your career ambitions and compensation.
- Understand the system: Navigate gender dynamics and organisational politics effectively.
Action Item:
Book a proactive conversation with your manager within one month to discuss your performance, career goals, or compensation.
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