The first thing you can do to improve your performance review is shift your mindset and take responsibility for your career. Many employees think the performance review is the responsibility of their boss, and therefore they take a passive approach to their feedback. Your review is supposed to be a dialogue, not a monologue. In fact, performance conversations are an opportunity to highlight your achievements, communicate progress against goals and discuss the acquisition of new skills and plan a path for advancement.
More than 80% of employers say they incorporate employee feedback into the review, but only half of employees believe their feedback is included. The key is to be proactive throughout the year and not walk into the review conversation cold. Prepare for your review early in the year, set goals, record your accomplishments, provide credible and factual support, listen for feedback and, as a last resort, when your efforts aren't fully appreciated, begin to consider your alternatives.