How to nail your year-end review: Expert advice from Headhunter Francina Moisa

As businesses move into the final quarter, year-end performance reviews become a focal point for both employers and employees. According to headhunter Francina Moisa, preparation is not only advisable but essential for anyone looking to make the most of the process.

Sharing her guidance on LinkedIn, Ms Moisa emphasised that confidence alone will not carry employees through their review.

Her framework centres around three key pillars: self-assessment, future planning, and personal composure.

1. Build accountability through honest self-assessment

Ms Moisa notes that employees should start by being “their own critic”, describing the exercise as “painful, but necessary”. A thorough self-evaluation, she says, not only builds accountability but also ensures employees walk into the room “prepared, not flustered”.

She advises selecting major achievements or significant problems solved during the year and breaking them down using the CAR model: Context – Action – Result. This helps articulate impact clearly and concisely.

Ms Moisa also stresses the importance of openly acknowledging mistakes. Employees should examine their “Oops” moments, outlining what they learned and the corrective measures taken. As she puts it, “If you see it, chances are they see it too.” Failing to proactively address shortcomings only increases the risk of being “blindsided” during the review by unresolved issues.

2. Use the review to shape future growth

While performance reviews often focus on the past 12 months, Ms Moisa emphasises that they provide a valuable opportunity to discuss what comes next.

She encourages employees to identify areas they want or need to develop, selecting those that have the greatest impact on their long-term career trajectory. From there, they should articulate precisely what support would enable that growth – whether “training, mentoring, or exposure”.

She suggests that individuals bring this forward as a “formal development plan”, demonstrating initiative and strategic thinking.

3. Maintain composure and redirect feedback towards progress

Ms Moisa acknowledges that not all feedback will be comfortable to hear. Employees should expect moments that may “rub you up the wrong way”, making emotional regulation a central part of the process.

To navigate this, she recommends adopting what she calls “the poker face” – referencing Lady Gaga’s well-known refrain, “pa – pa – pa – pa – pa – poker face.” The idea is not to suppress emotion entirely but to avoid reacting defensively.

Instead, she advises employees to “listen, don’t lash out”. When confronted with criticism or challenges, they should ask clarifying questions to fully understand expectations. From there, Ms Moisa recommends collaboratively creating “a specific, actionable plan for development”, shifting the focus away from past shortcomings and towards future improvement.

A proactive mindset makes the process more constructive

Overall, Ms Moisa’s advice reframes the performance review from a passive evaluation into an opportunity for self-advocacy, clarity, and strategic development. Her closing encouragement – “You got this!” – reflects her belief that preparation empowers employees to engage in the process with confidence and professionalism.

By approaching the review with honest reflection, future-oriented planning, and measured composure, employees can ensure the conversation contributes meaningfully to their growth rather than simply concluding their year.