It’s that time of year again – annual performance reviews are upon us.

For some employees, there’s a certain excitement in talking about accomplishments and goals, discussing how things are working in a department and possibly asking for a raise or promotion. For others, it brings a sense of impending doom, like sitting in front of a teacher examining a report card.

In fact, performance reviews are meant to be a positive two-way conversation to celebrate individual and group achievements, set goals for the next year and identify ways that both the manager and direct report can improve. And while the number of companies that use them has shifted in recent years, more than 70% still conduct them on an annual basis, according to the Society for HR Management (SHRM).

“For many people, especially earlier in their career, it can be really intimidating,” Allison Bertsch, a talent acquisition professional, told the Wall Street Journal. “I wish they felt more empowered. Keep in mind that it’s your 45 minutes or hour with your manager to talk about where you think you’re doing things well, where you think you have some things you’d still like to learn and where you can improve.”

Here are six ways to prepare for this important dialogue.

1

Review your last evaluation.

Don’t just walk into the meeting relying on memory. Look over last year’s discussion, taking particular note of goals – make sure you’ve met them or are on track to do so. Come prepared to discuss that progress. Also get into the habit of reviewing goals regularly throughout the year to stay on track.

2

Gather up accomplishments and contributions.

Similarly, don’t expect your boss to remember all your accomplishments and contributions. Take the time to look back over the previous year and take note of your specific achievements, awards, recognition and contributions to the team and company.

3

Develop new goals.

Use the SMART goal-setting system for bringing objectives to the meeting – your targets should be Specific, Measurable, Attainable, Relevant and Time-bound. Ask yourself questions like: What skills would I like to acquire by my next review? What responsibilities do I want to take on or learn more about? What projects would I like to focus on? Which ones give me the most energy?

4

Prepare for feedback.

A natural part of the process is discussing areas for improvement. Come prepared with places where you’ve shown improvement, and areas that still need it. If your supervisor mentions things you weren’t expecting, ask further questions, take notes and discuss professionally how you’ll address those items. Avoid ultimatums and extremes, like threatening to quit, and don’t blame colleagues.

5

Bring questions.

The review process is also a time to bring questions for your supervisor, like his or her overarching goals for the department and where they see you in the process of meeting those goals. Now is not the time to complain about other team members – focus on yourself and your current and future roles in the department.

6

 Get ready for ‘an ask.’

If you think you deserve a raise and/or promotion, the review is the right time to present your case. Come prepared with a script and practice it – and don’t just cite the rising cost of living. You have to make the case for why you specifically deserve more money. For other asks, like a role transition or more support, also develop a script beforehand and practice it so you feel comfortable broaching the subject.