Which statement about performance review preparation is NOT recommended?

• A. Gather achievements
• B. Collect metrics
• C. Prepare examples
• D. Avoid discussing goals for development

Answer: (D)

Preparation for a performance review is strongest when you show what you’ve delivered, quantify impact with metrics, and bring concrete examples that illustrate how you’ve contributed. In addition, it’s important to discuss development goals. The statement that says to avoid discussing goals for development is not recommended.

Why this matters: talking about development goals shows you’re committed to growth and align your aspirations with team and organization priorities. It invites targeted feedback, helps your manager map out resources or training you may need, and creates a clear plan for your future contributions.

Gauging achievements, collecting metrics, and preparing examples all support a strong review by giving tangible evidence of performance and context for your impact. A practical approach is to pair these with a few specific development goals, with steps and timelines, so the conversation points to a concrete path forward rather than a static past.

If you’re unsure how to frame goals, you can describe a couple of focused targets you want to hit, the actions you’ll take, and a realistic timeline, and ask your manager for input or resources to reach them.