Performance reviews. A time to revisit the past year, measure your contribution, and – inevitably – face some nerves along the way.
But it doesn’t have to be that way.
What if your performance review became less of a feedback session – and more of a strategic checkpoint in your career journey?
We spoke with Sharon Woodley, HR consultant specialising in the property industry and CliftonStrengths coach, to unpack how women in industrial can take control of the process and use it to drive growth.
Sharon Woodley
First, reframe the review
To make performance reviews work for you, start by shifting your mindset. See them as opportunities to plan what’s next, rather than just meetings where you passively receive feedback.
‘We need to shift from performance reviews to performance development,’ says Sharon Woodley, Consultant Chief People Officer at Paxton Consulting Group.
‘Bring your career aspirations into the room. Learn to say “This is the value I bring today, and here’s where I want to grow next.”’
But that’s easier said than done, especially for women. Sharon has seen many hold back in reviews, often due to:
- Undervaluing their achievements or assuming their work will speak for itself
- Fearing they’ll be seen as pushy when self-advocating
- Over-relying on softer strengths, which can make it harder to build a strong case
But the truth is, advocating for yourself isn’t arrogance – it’s taking ownership of your career.
So go in ready to talk about your goals. Help your manager see how your strengths, contributions and potential fit into the bigger picture. Whether you’re aiming for more responsibility, a career shift or a future leadership role, be bold and make it known.
Ditch the task list and focus on impact
Listing everything you’ve done won’t get you promoted. But showing how your work drives business outcomes will.
‘Women often focus on tasks,’ says Sharon. ‘But performance reviews are about showing your impact.’
What does that mean? Well, instead of saying:
I managed the reports and completed three major projects.
Try:
My reporting reduced processing delays by 20%. That helped the team hit our Q2 target ahead of time.
In the industrial property sector, reviews often skew heavily toward technical outputs. That’s why it’s especially important to translate ‘softer’ strengths – like communication or collaboration – into business language.
‘In male-dominated settings, it’s even more important to own your contributions and make sure your unique strengths are visible,’ Sharon adds.
So yes, bring the list of what you’ve completed and achieved. But back it up with examples, metrics or even feedback from colleagues and clients to show how you’ve contributed to the bigger business outcomes.
Because that’s what gets noticed.
Show self-awareness and a readiness to grow
You don’t have to walk into the room flawless. Because perfection isn’t the goal – growth is.
Instead, walk in with self-awareness.
Sharon encourages women to openly and confidently reflect on their strengths and blind spots. That shows maturity, agility and coachability – all signs of future potential, including leadership.
‘It’s powerful to say, “I know I can be overly task-focused when under pressure – but here’s how I’m working on it.”’ she says.
‘That shows growth. That shows readiness.’
She adds that promotions go to those who demonstrate performance and potential. So don’t stop at what you’ve done. Show where you’re headed – and how you’re getting there.
Prepare your pitch – early
Your performance review is not the time to ‘wing it’.
Start preparing early by:
- Reflecting on your achievements, especially those with team or business impact
- Collecting data, feedback and examples
- Revisiting your career goals
- Getting clear on what you want from the conversation
‘Preparation is everything,’ Sharon stresses. ‘Give yourself time to reflect. Go through your calendar and emails and check what’s happened over the past year. Don’t just focus on what happened last week.’
And don’t forget your manager needs time too.
Submit your documentation at least three working days in advance so they have time to digest it and have a more meaningful conversation with you.
Be clear and confident about what you want
Promotion? Pay rise? More flexibility? This is your moment to ask – not wait for someone else to raise it.
Not sure how to frame it? Here are Sharon’s tips:
- Start with value, not entitlement: Say, Here’s the business impact I’ve delivered, and here’s where I can add even more value.
- Use a ‘strengths lens’: Say, My drive and strategic thinking have helped me consistently deliver X. In a larger role, here’s how I’d scale that.
- Frame it as a partnership: Instead of I want…, go with Here’s what I bring, here’s what’s next, and here’s how I see my role evolving.
In some companies, performance and pay discussions are separate. If that’s the case, you can ask, ‘When would be the right time to talk about remuneration?’
And if things don’t go the way you want?
‘Be prepared for that, so you can balance your emotions,’ says Sharon. ‘Then ask for specifics and build a plan around what you need to work on to be ready.’
Stay curious – not defensive
Not all feedback will feel good. And that’s okay. Keep in mind that you don’t have to resolve everything in the moment.
‘If something hits hard, it’s okay to pause,’ Sharon says. ‘Tell your manager, “Thanks for the feedback, I’d like some time to process it. Can we follow up in a few days?”’
What if the feedback feels too generic, broad or vague? Ask for clarity.
‘Ask for examples,’ Sharon advises. ‘Ask where things are working. Ask what success would look like from your manager’s perspective.
‘Make it a two-way discussion, so it’s not just a one-way download.’
Final tip: Don’t go it alone
There’s no weakness in feeling nervous – or in seeking support.
If you’re unsure how to handle your upcoming review, talk to other women.
As Sharon puts it: ‘Get advice from someone you admire. Someone who speaks up, owns their value and asks for what they want.’
Remind yourself that performance reviews aren’t a test to pass or fail. They’re your chance to take hold of your career, show your value and shape what’s next.
So when the next one lands in your calendar, don’t shrink back.
Prepare with purpose – and own it.
Want more expert insights to thrive, lead and grow in the industrial sector? Follow Women in Industrial on LinkedIn.
