Designer Performance Review Examples: Show, Don’t Tell

You need your performance review to reflect your real impact as a Designer. This isn’t about listing skills; it’s about showcasing outcomes. By the end of this, you’ll have a framework to rewrite your performance review with concrete accomplishments, a ‘results-first’ script to frame your contributions, and a checklist to ensure you highlight the metrics that matter to your manager. This lets you demonstrate your value clearly and concisely, so you can position yourself for that promotion or raise. You can apply this today by rewriting just one accomplishment using the framework.

What you’ll walk away with

• A framework for rewriting performance review bullets: Transform vague statements into quantifiable achievements.
• A ‘results-first’ script: Use this to clearly and concisely frame your contributions during your review.
• A checklist to highlight key metrics: Ensure you’re showcasing the numbers that matter most to your manager.
• Examples of strong and weak performance review bullets: Learn to differentiate between what resonates and what falls flat.
• A list of action verbs to use: Use powerful verbs that demonstrate your impact.
• A strategy for handling negative feedback: Turn constructive criticism into an opportunity to showcase growth.

This isn’t a generic guide on how to write a self-assessment. This is about crafting a performance review that accurately reflects your accomplishments as a Designer, focusing on the tangible results you’ve delivered.

The problem with most Designer performance reviews

Most performance reviews are filled with vague statements and generic skills. They fail to demonstrate the actual impact a Designer has on the business.

Here’s why this is a problem:

• It doesn’t showcase your value: Vague statements don’t highlight your contributions or differentiate you from other Designers.
• It makes it hard to justify a raise or promotion: Without concrete results, it’s difficult to prove your worth.
• It leaves your manager guessing: They may not fully understand the impact of your work.

The 15-second scan a recruiter does on a Designer performance review

Hiring managers scan for specific accomplishments and quantifiable results. They want to see how you’ve impacted the business, not just what skills you possess.

Here’s what they’re looking for:

• Quantifiable results: Metrics like cost savings, revenue increases, or efficiency improvements.
• Specific projects: Details about the projects you’ve worked on and your role in them.
• Impact on stakeholders: How your work has benefited clients, customers, or internal teams.
• Problem-solving skills: Examples of how you’ve overcome challenges and delivered results despite obstacles.
• Initiative: Evidence of you taking ownership and going above and beyond your responsibilities.

The framework for rewriting performance review bullets

Use the STAR method (Situation, Task, Action, Result) to rewrite your performance review bullets. This framework helps you provide context, highlight your actions, and showcase your results.

1. Situation: Briefly describe the context or project.
2. Task: Outline the challenge or goal.
3. Action: Detail the specific steps you took to address the challenge.
4. Result: Quantify the impact of your actions.

Example:

Use this when rewriting a performance review bullet.
Weak: “Improved user experience on the website.”
Strong: “Redesigned the website’s checkout process (Situation), resulting in a 15% increase in conversion rates (Result). This was achieved by simplifying the user flow and reducing the number of steps required to complete a purchase (Action), addressing the challenge of high cart abandonment rates (Task).”

The ‘results-first’ script

Start with the result, then explain the actions you took to achieve it. This immediately grabs your manager’s attention and showcases your impact.

Use this script when discussing your accomplishments during your review:

Use this during your performance review.
“I achieved [Result] by [Action]. This was in response to [Challenge/Goal] within the context of [Situation].”
Example: “I achieved a 20% reduction in customer churn by implementing a new onboarding process. This was in response to increasing customer dissatisfaction scores within the context of our new product launch.”

Checklist to highlight key metrics

Ensure you’re showcasing the metrics that matter most to your manager. These are typically tied to the company’s overall goals and objectives.

1. Identify your manager’s priorities: What are their key performance indicators (KPIs)?
2. List your accomplishments: What have you achieved in the past year?
3. Connect your accomplishments to your manager’s priorities: How have your actions contributed to their KPIs?
4. Quantify your impact: Use numbers to demonstrate the results you’ve achieved.
5. Prepare examples: Be ready to provide specific examples of your accomplishments and their impact.

Action verbs to use

Use powerful action verbs to demonstrate your impact. These verbs should be specific and descriptive.

• Reduced
• Increased
• Improved
• Developed
• Implemented
• Designed
• Managed
• Led
• Collaborated
• Achieved

Handling negative feedback

Turn constructive criticism into an opportunity to showcase growth. Acknowledge the feedback, explain what you’re doing to improve, and highlight any progress you’ve made.

Example:

Use this when responding to negative feedback.
“I understand that my [Skill] could be improved. I’ve been working on this by [Action], and I’ve already seen [Progress]. I’m committed to continuing to develop this skill and believe it will greatly benefit my work in the future.”

What a hiring manager scans for in 15 seconds

Hiring managers are looking for tangible proof of your impact as a Designer. They want to see how you’ve used your skills to drive results.

• Clear articulation of your role: What were you responsible for?
• Demonstrated understanding of business goals: How did your work contribute to the company’s objectives?
• Quantifiable achievements: What metrics did you impact?
• Examples of problem-solving: How did you overcome challenges?
• Evidence of collaboration: How did you work with others to achieve results?
• A focus on outcomes: What was the end result of your efforts?

The mistake that quietly kills Designer performance reviews

The biggest mistake is focusing on tasks rather than results. Listing your responsibilities doesn’t showcase your value. Highlighting your accomplishments and their impact does.

Use this to rewrite a task-focused bullet.
Weak: “Responsible for designing website mockups.”
Strong: “Designed website mockups that led to a 20% increase in user engagement, as measured by time spent on site and pages visited per session.”

FAQ

How do I quantify my accomplishments if I don’t have specific numbers?

If you don’t have exact numbers, estimate the impact of your work. Use phrases like “approximately,” “estimated,” or “in the range of.” Be sure to explain how you arrived at your estimate.

What if I’m working on a long-term project and don’t have any results to show yet?

Highlight the progress you’ve made so far and the expected impact of the project. Focus on the steps you’ve taken and the milestones you’ve achieved.

How do I handle feedback that I disagree with?

Listen to the feedback and ask clarifying questions. Explain your perspective respectfully and provide evidence to support your point of view. If you still disagree, acknowledge the feedback and commit to considering it in the future.

What if I haven’t met all of my goals?

Acknowledge that you haven’t met all of your goals and explain why. Focus on what you’ve learned from the experience and what you’re doing to improve.

How do I prepare for my performance review meeting?

Review your accomplishments, identify your key contributions, and prepare examples to support your claims. Practice discussing your accomplishments and addressing potential areas for improvement.

What should I do after my performance review?

Thank your manager for their feedback and ask for clarification on any points that you didn’t understand. Create a plan for addressing any areas for improvement and schedule a follow-up meeting to discuss your progress.

How do I showcase my soft skills in my performance review?

Provide specific examples of how you’ve used your soft skills to achieve results. For example, instead of saying you’re a good communicator, describe a time when you used your communication skills to resolve a conflict or influence a decision.

How do I make my performance review stand out from the crowd?

Focus on quantifiable results, provide specific examples, and highlight your unique contributions. Show your impact by demonstrating how your work has benefited the company, your team, and your clients.

What if my company doesn’t have a formal performance review process?

Schedule a meeting with your manager to discuss your performance and contributions. Use the framework and checklist provided in this guide to prepare for the meeting.

How do I showcase my leadership skills in my performance review?

Highlight times when you’ve led a project, mentored a team member, or taken initiative to solve a problem. Provide specific examples of how your leadership skills have contributed to the success of your team and the company.

How do I address a past mistake in my performance review?

Acknowledge the mistake, explain what you’ve learned from it, and highlight the steps you’ve taken to prevent it from happening again. Focus on your growth and development as a result of the experience.

What if my manager doesn’t understand the technical aspects of my work?

Translate your technical accomplishments into business terms. Explain how your technical skills have contributed to the company’s goals and objectives.

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