Three Ways to Walk Into Your Performance Review With Confidence
Three Ways to Walk Into Your End-of-Year Performance Review with Confidence (Especially for Women in Male-Dominated Workplaces)
Performance review season can feel intimidating—especially for women working in male-dominated workplaces, where promotions often go to the loudest voice or the most visible contributor.
But here’s the truth:
👉 Confidence isn’t something you magically have. It’s something you prepare for.
👉 And preparation is the key to a strong performance review and career advancement.
After 30 years working in commercial real estate finance law—a world with nearly all male bosses—I learned how to walk into performance reviews with clarity, certainty, and impact. Here are the three strategies that change everything:
1. Create a “Success List” Before Your Review (Your Confidence Builder & Negotiation Tool)
One of the biggest mistakes women make is relying on memory. Don’t. Start a Performance Review Success List and update it all year with sufficient detail.
Include:
- major accomplishments
- difficult projects handled
- collaboration across departments
- contributions outside your job description
- expanded responsibilities, especially if at a higher level than your title reflects, including taking on duties of senior employees who have left your company but were not replaced, mentorship, leadership, or problem-solving
- metrics, financial impact, time saved, or positive client feedback
- training, seminars, or skills development that improved your performance
This list becomes:
- your confidence
- your evidence
- your case for a raise or promotion
👉 Say: “I’ve pulled together a summary of my contributions this year to help guide our conversation. I’d love to walk through the impact I’ve had and discuss what growth could look like in the coming year.”
➡️ Managers often forget what you did nine months ago.
Your Success List reminds them.
2. Advocate for Yourself Clearly—and With Data
Self-advocacy is a leadership skill, not an act of arrogance.
Here are simple phrases that help women navigate performance reviews with professional authority:
- “Here’s how my role has expanded this year.”
- "Here's a list of my accomplishments for this year."
- “Here’s the business impact of my work for this year.”
- “Here’s where I’ve exceeded my job description.”
- “I’d like to discuss next steps for career advancement.”
- “Based on my contributions, I’d like to review my compensation.” (Check out my blog on negotiating a raise or compensation)
👉 These statements signal:
- clarity
- leadership maturity
- readiness for the next level
➡️ Women often think they need more proof than men before asking.
You don’t. You need evidence + confidence, not perfection.
Plan. Storyboard. Rehearse. Prepare ahead of time.
Know what you want to do next.
- A promotion?
- Expanded responsibilities?
- A pathway to leadership?
- Higher-profile assignments?
- Skill development?
- Transition into a new area?
➡️ Demonstrate that you are invested in growth and alignment.
Ask:
- “What skills or behaviors would demonstrate I’m ready for the next level?”
- “Are there high-impact projects you recommend I take on this year?”
- “How can I better support the goals of the team and our department?”
Own your presence.
Sit tall. Shoulders back. Feet planted. No shrinking.
Maintain a calm, even tone - especially when discussing achievements.
Use pauses, to give your brain time to think and to give your manager time to absorb your message.
Make direct, clear requests, not demanding or apologetic.
Say:
- “Based on my expanded responsibilities and deliverables this year, I’d like to discuss a title update and next steps toward promotion.”
- “Given the contributions outlined here, I’d like to revisit compensation to ensure it aligns with my role and impact.”
➡️ You cannot “wing” a performance review and expect it to go well. Confident women look confident because they are prepared. Practice with a trusted friend. It is very important to update your superior on your successes and clearly communicate your desired trajectory. Don't walk in to the room thinking they are up to speed and will remember. They won't.
When you combine: Clear evidence of impact + A well-articulated growth vision + Strategic questions + Calm responses to feedback + Strong presence
…you walk in confidently, and you walk out with clarity, opportunity, and respect.
Turn Tough Feedback Into a Growth Roadmap
If you receive challenging or vague feedback, first, stay calm and thank them for their feedback, and then ask questions that convert criticism (sometimes vague criticism) into clarity.
Ask:
- “What parts of this feedback are actionable - what should I be doing differently?”
- “What does success look like to you moving forward?”
- “Can you share a specific example so I fully understand the expectation?”
- “What skills or resources would help me meet these goals?”
➡️ This shows professionalism—and managers respect people who seek clarity instead of becoming defensive.
Then, follow up later to show improvement. This is one of the strongest ways to build your professional reputation.
Final Thought: Confidence Is a Skill, Not a Personality Trait
If you want to grow in your career, especially in a male-dominated industry, your performance review is one of the most powerful tools you have.
✔️Walk in prepared.
✔️Walk in with data.
✔️Walk in with clarity about your value.
Your future self will thank you.
About the Author
I’m Brigitte Gawenda Kimichik, JD, author of Play Smart: Playground Strategies for Success in a Male-Dominated Workplace.
I help women:
✅ advocate for themselves
✅ navigate bias
✅ negotiate confidently
✅ advance in male-dominated industries
✅ build careers with purpose and power
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