Getting the annual review you want.

Few corporate rituals are as feared or loathed as the annual performance review, a reality that should come as no surprise to most American workers. Survey after survey shows that both managers and employees despise reviews, and few are well equipped to benefit from the experience.

Few corporate rituals are as feared or loathed as the annual performance review, a reality that should come as no surprise to most American workers. Survey after survey shows that both managers and employees despise reviews, and few are well equipped to benefit from the experience. In fact, a recent survey by the Society for Human Resource Management in Alexandria, Va. showed that 90 percent of annual review appraisal systems are inadequate. As an employee, does this mean you should blow off your review? Not at all, counsel human resource professionals, who argue that an annual review, imperfect as it is, still offers a rich opportunity to demonstrate your worth to the company and reinforce your case for a fat raise or a promotion. Most workers walk meekly into their reviews hoping simply to walk away without demerits, says Diane Freeland, a human resources professional who advises Fortune 500 corporations and their employees. "Instead, use your review as a chance to prove what you've done for the company, and what you can do in the coming year," she says. "Walk into that review with a portfolio of assets that shows your boss you have delivered." Many workers slink into their reviews, hoping the boss will say, "Yes, you've been a good little worker." Shun such an approach, Freeland advises. Instead, be "enthusiastically pro-active" about your accomplishments for the year. "If you don't tell the boss what you've done, no one else is likely to. Besides, your supervisor may actually be unaware of your worth to the organization. The annual review is not the time to be modest." By taking a pro-active approach you can help take charge of the review, particularly if your boss is a passive manager who hates reviews or isn't particularly familiar with your work. An assertive review strategy is also an ideal way to buttress your case for a raise or a promise of a promotion, says a Seattle-based human resources manager for a software company. "You probably won't get that raise or the promotion right away," says the manager (who asked not to be named). "But if your performance is really sound and you make a good case, you'll be laying the groundwork for an improvement down the road." Of course, be realistic in your approach and your requests, say the experts. Don't demand a vice presidency after just six months on the job, and be sure your salary expectations are within reason. If you do get negative comments on your review, it's a good idea to add your own comments clarifying your perspective. That leaves a paper trail in your permanent record that won't be so one sided. The annual review, despite its bad reputation, may be a terrific venue to showcase your own talents and an opportunity to lead your boss, rather than just meekly follow. "You have to strut your stuff," Freeland says. "You really want someone to discover you, and this may be your chance."