"Your self-review is not just a piece of paper": Career Coach Sarah Baker Andrus lifts the lid on ways to shine in performance reviews

Performance review can often feel bemusing and complicated. We all face questions such as “what to say” “how to handle feedback,” etc. Even the experienced employees are caught off guard. Career coach Sarah Baker Andrus has bestowed some effective advice in an interaction with CNBC. She has warned that “The way you handle your performance review can define your relationship with your supervisor.” Success is less about avoiding criticism than about managing oneself under pressure.


At the heart of Andrus’ advice is the practice of emotional management. Remaining calm and engaged throughout the meeting, she says, leaves a far stronger impression than defensiveness or flustered responses. Performance reviews, she notes, are stressful not just for employees but for managers as well. “Nobody wants to give somebody negative feedback,” Andrus observes. Recognizing that anxiety is mutual can help employees navigate the conversation with perspective and composure.

Preparation is non-negotiable

One of the most common mistakes Andrus sees is employees walking into reviews unprepared. Too often, individuals remodify self-assessments from previous years rather than crafting a thoughtful, updated one. “That sends a signal that you’re not committed to growth and development,” she says to CNBC.

Instead, employees should view self-assessments as a living record of their performance. “It’s not just a piece of paper. Everybody hates doing it, but you’ve got to take it seriously, or you’re not taking yourself seriously,” Andrus advises. Keeping a record of your achievements,sometimes called a ‘brag document’, that highlights key wins, contributions, and measurable results, can show that you’re organized, accountable, and professional.

Responding to feedback without losing ground

Equally important is how you handle criticism. Andrus warns that reacting defensively or arguing in the moment sends a “huge red flag.” Tough feedback is never easy, but responding thoughtfully instead of impulsively demonstrates maturity and keeps you in control of the conversation.

Andrus suggests that, “If you don’t agree with the criticism, use neutral language like, ‘That’s disappointing,’ and consider following up with, ‘I’m not sure I agree with this; are you willing to continue the conversation later?’” Such an approach preserves the relationship, opens the door for constructive dialogue, and prevents unnecessary conflict.

The key takeaway is that emotional intelligence in performance reviews is not a soft skill but an essential one. Handling reviews with preparation, grace, and strategic communication can translate an evaluative meeting into an opportunity.

Tips for professionals

Here are some important tips for professionals:

• Manage your emotions: Stay calm, listen actively, and avoid reacting impulsively.

• Prepare thoroughly: Update self-assessments, track achievements, and bring supporting documentation.

• Engage constructively: Accept feedback gracefully and schedule follow-ups when necessary.

• View reviews strategically: Use them as opportunities to reinforce relationships and demonstrate your value.

Performance reviews, once feared as bureaucratic formalities, can become moments of professional leverage. With foresight, preparation, and emotional intelligence, employees can navigate these sessions confidently, turning evaluation into an avenue for growth rather than stress.
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