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Comment 157 and I’ll send you the full episode. Your performance review should not read like your job description. Workplaces are moving toward continuous performance management: regular feedback, clearer goals, documented results, and development throughout the year. That means your performance review cannot be a last-minute list of everything you completed. Start with the goals you were given. For each one, document the impact, the metric, and the stakeholders involved. Then include the work that went beyond your original scope and the soft skills that made you successful—executive presence, delegation, collaboration, coaching, or leading a room. And if a promotion is the goal, put that in writing. Not as a demand, but as a clear statement about what you are working toward. Your boss—and your boss’s boss—should never be able to say they didn’t know. The full episode is available on YouTube and all streaming platforms. #performancereview #selfevaluation #promotiontips #careergrowth #careeradvancement