SECRET: 2 / MAIL from: [email protected]

“Welcome to our annual review! The purpose of this conversation is to establish an open and constructive dialogue about your work situation, well-being, development, and future goals. We aim to gain a better understanding of your experience in your role, what is working well, and areas where w e can improve together.. This is a great opportunity to reflect on the past year, provide feedback, and look ahead to how we can best support your continued growth.
We want this to be an honest and open discussion where you feel comfortable sharing your thoughts and input. Together, we will explore how we can create the best conditions for your job satisfaction and professional growth.
Let’s begin by discussing your experience over the past year!”

STRESS OR FLOW?

LESSON 2,1:

Are you dreading your upcoming performance review?
If so, you’re not alone. – What was originally meant to be a personal and confidential conversation between manager and employee has, in today’s data-driven world, turned into a process filled with surveys, charts, and performance metrics. Before you know it, your personal feedback has been transformed into statistics, action points, and colourful graphs.
The personal, human aspect often gets lost, replaced by impersonal rating scales from 0 to 10—leaving you with a gut feeling of discomfort and uncertainty.
Maybe you’re asking yourself:
“Is this really how I want it to be?” –  If that thought has crossed your mind, keep reading. Because we have some experience—and an idea—on how this can be done differently.

Your POWER
in the Conversation

You’re a mid-level manager with a stable job, but you’re unsure whether your boss is happy with your performance—or whether you are happy with your boss.
Here’s a little reassurance: if your boss is even remotely normal, they’re just as nervous as you are. And that’s something you can use to your advantage.
At the end of the day, it’s in their best interest to make sure you’re happy and performing well. After all, their success depends on yours. If you were to leave, it would be far more expensive and time-consuming to replace you than to simply make improvements to your current role. Realistically, replacing an employee can cost at least one and a half times their annual salary in recruitment, onboarding, and training.

So when you walk into your performance review, remember this: you have just as much power in this conversation as your boss does. This isn’t just a one-sided evaluation—it’s a discussion between two equal partners, both working towards the same goal.

How to Prepare and Take Control

A performance review is important, so make sure you come prepared. My suggestion is simple, visual, and effective.
Take a copy of the Flow Zone diagram (or sketch it yourself on a piece of paper). Then, find a quiet place where you can sit down and really tune in to how you feel about your work.
  1. Assess your challenges – Close your eyes, take a deep breath, and focus on how you truly feel about your current challenges at work. Where would you place them on a scale from manageable to highly demanding? When you feel the right spot, mark it on the vertical axis.
  2. Assess your skills – Do the same with your level of competence. Would you say your skills are basic, moderate, or high in relation to your tasks? Mark that spot on the horizontal axis.

Using Your Insights in the Meeting

 Now you have a clear picture of where you are, and you can use this to guide your conversation.
  • If your mark is in the team zone, you’re in the right place, with the right tasks at the right time. You can use the meeting to discuss improvements from both your side and your boss’s.
  • If your mark is slightly above the team zone, it may indicate some stress or challenges that require extra support or skill development.
  • If your mark is far outside the team zone, especially high above it, that’s a sign of potential burnout or overwhelming challenges.
  • If your mark is below the team zone, this signals unused potential. It may mean you’re under-challenged or even in the wrong role, possibly being overpaid for the work you’re doing.
  • This simple visual can be a powerful tool in your discussion, helping you and your boss work together to make meaningful adjustments.
At the end of the day, your success is their success. Use your performance review as an opportunity to take charge of your own growth.

Next lesson 2,2 / Flow and secrets

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