When you walk into your boss' office for your performance review, you need a game plan. Documenting your accomplishments is a good starting point. But just as important, you need to know how to come out of the meeting with the information you need.
當你走進老闆辦公室談論績效考核時，你需要準備好策略。展示你的成績會開個好頭。但是同樣重要地是，你需要知道如何從考核中獲得需要的資訊。
Experts offer these tips for handling this sometimes tricky conversation:
* Ask questions.提問
Always press for details, says Gail Ginder, an executive coach with the Claros Group.
來自Claros 集團的執行教練Gail Ginder說，永遠都要努力去獲得細節。
If your boss says you're doing a great job, this could mean you're about to be promoted. It could also mean that your performance is just OK, but your boss didn't want to take the time to do a more thoughtful review. To find out which is the case, ask for details. What aspects of your performance stand out to your boss?
如果老闆說你做的很好，這也許意味著你將要被提拔，也可能意味著你的表現一般，但是你的老闆不願意花時間來進行更仔細的評估。要知道到底是哪種情況，問一問細節。老闆覺得你哪方面表現突出?
Asking questions becomes even more important when the review is negative. "Often feedback is given without specifics," Ginder said. "Ask for specific examples of times when your performance didn't meet expectations. Then ask, 'And what would great performance have looked like? What would you have wanted me to do in that situation?'"
如果評價消極的話，提問就更為重要了。Ginder說：“往往評價反饋中沒有細節。要問具體什麼時候你的`表現沒有達到期望。然後問‘好的表現是怎樣的？在那種情況下你希望我怎麼做?’”
* Tell your story. 講講自己的理解
If you disagree with your boss' assessment of your performance, ask if you can tell your side of the story.
如果你不同意老闆對你表現的評價，問一問能否談談你自己的理解。
"Say, 'I have a different perspective on this situation. Would you like to hear it?'" Ginder said. Make sure your tone of voice is not defensive. "You want to make your boss curious," not annoyed, about what you have to say. Then explain, calmly, why you didn't make the choice your boss now says you should have.
Ginder說：“可以這樣說‘我對這個情況看法不一樣。你想聽聽嗎？’”不要帶著自衛的語氣。 “你是想讓讓老闆（對你要說的）感到好奇”，而不是生氣。然後，鎮定地解釋為什麼沒做出老闆認為本該做出的表現。
Don't feel you need to give an explanation like this in every case, though. "It's perfectly fine to say, 'I hadn't looked at it that way. I'd like to try that next time,'" Ginder said.
但不要認為你需要解釋每件事。Ginder說：“完全可以說，‘我不是這麼看。下次再試試看。’”
* Play it by ear. 見機行事
It's generally a good idea to discuss your future with your boss at your review. But if you're blindsided by criticism of your performance, it may be better to save that for another day. 通常在考核面談中和老闆討論你的未來是一個好主意。但是如果沒料到遭到的是批評，那麼也許最好留到以後再談。
"Only have the big-picture discussion about where you want your career to go if your review is going well," said Janet Scarborough Civitelli, founder and president of Bridgeway Career Development. Bridgeway Career Development創始人、主席Janet Scarborough Civitelli說：“只有在你考核順利時，才該討論關於職業方向的大局。”
* Don't sweat the small stuff. 不要面面俱到
You don't have to explain or discuss every minor improvement your boss thinks you could make. 不需解釋或討論老闆認為你該做出的每一個微小改善。
The key is to know when the issue is something that could put your job or promotion prospects at risk. Once again, the best way to find out is to ask. 關鍵是知道哪些情況下某件事情會危及你的工作或提拔。同樣地，最好的方法就是詢問。
Ginder suggests saying to your boss, "'I need a little perspective here. How serious is this?'" Ginder建議人們對老闆說：“我需要了解具體情況，這有多重要？”
* Follow up. 事後跟進
If you are surprised by a negative review and want some time to reflect before discussing it, ask your boss for more time. "Your boss knew it was coming," Civitelli said. "You may have to say, 'I need some time to think about these things.'" 如果業績考核的負面評價讓你感到驚訝，想在討論之前有段時間反省的話，那就要求老闆給你更多的時間。Civitelli說：“你的老闆早會料到會出現這個情況。你也許得說‘我需要一些時間考慮這些事情。’”
If your boss wants you to improve your performance, ask if you can talk again in a few weeks to see if you're succeeding. 如果你的老闆希望你改善工作表現，那麼問一問能否幾周後再談談，看看到那時你的工作表現是否有所改善。
In some cases, if your review is very negative and you feel it's unfair, you may want to ask if there's a way to avoid having the review made part of your permanent record until you have had a chance to rectify the situation. 有些時候，如果你的考核評價很糟糕，你感覺不公平，你可能會想問問能否有機會來改善情況，能否不讓它計入永久工作業績記錄。