When someone sits down for a salary review, one question almost always comes up.
“Tell me what you’ve achieved over the past year.”
It sounds simple enough, but for many people it is one of the hardest questions to answer.
Not because they have not worked hard, but because remembering twelve months of projects, deadlines, meetings, ideas and successes is almost impossible. Most of us are focused on what needs to be done next, not what we completed six months ago.
As a result, salary conversations can become based on who speaks most confidently rather than who has consistently delivered results.
I think that needs to change.
Performance should not be based on memory. It should be based on evidence.
One of the biggest changes in the workplace over the past few years has been the move towards greater transparency. We expect transparency from leadership, clearer communication across teams and better visibility of how work gets done. Yet when it comes to performance reviews, many organisations still rely on recollection rather than facts.
The reality is that every task tells part of the story.
Every project completed, every deadline met, every problem solved and every colleague supported contributes to someone’s value within a business. When those tasks are recorded and easy to look back on, employees no longer have to convince someone that they have made an impact. The evidence is already there.
That creates a much fairer conversation.
It also makes life easier for managers.
Most managers genuinely want to recognise good performance, but they are busy too. They are leading teams, delivering projects and solving problems every day. It is unrealistic to expect anyone to remember everything every member of their team has achieved over the course of a year.
Having a clear record of completed work gives both employee and manager the same starting point. Instead of relying on opinions, they can look at what has actually been delivered.
That changes the conversation completely.
It also removes one of the biggest frustrations employees have during salary reviews, not always the outcome itself, but the feeling that their contribution has not been seen.
Recognition should not depend on who shouts the loudest or who happens to have worked on the most visible project. Consistent performers deserve to have their work recognised too.
This becomes even more important as hybrid working becomes the norm. Managers are no longer sitting beside their teams every day. Great work can happen quietly and remotely, and unless it is visible, it is easy for some achievements to be forgotten.
When tasks are clear, everyone benefits. Employees can walk into a salary review with confidence because they have a record of everything they have delivered. Managers can make decisions based on facts instead of memory. Conversations become less about opinions and more about contribution.
Perhaps that is the future of performance management.
Not bigger annual appraisals.
Not longer self assessment forms.
Simply a clear picture of the work that has been done throughout the year.
People should not have to keep a notebook of their achievements just to justify a pay rise.
Their work should already tell the story.
Written by June Lee, Founder of Morningmate
