It's your responsibility to capture and request useful, quantifiable feedback from your colleagues throughout the year. You also need to capture evidence about how your work is making a difference and how you're delivering against your goals.

While your manager will also work actively with your other matrix managers where relevant, you should make sure you are capturing input from colleagues as it comes up and as you deliver on projects.

Ideas for where feedback and evidence could support ongoing conversations:

• Feedback from a client to show time saved on a process you developed, demonstrating your personal impact.

• Insight from colleagues in another business area where you gave advice on a project to demonstrate your contribution to the success of others.

• Quantified project milestones or actions – examples include a contract's value, money saved by changing a process, open rates on emails sent, and tickets resolved from an enquiry system.  

• Input from a senior colleagues who mentored you in how to onboard new team members to show how you've grown your skills.

Proactively seeking feedback will strengthen the dialogue with your managers and help build on success or correct your course as needed.

Growth is an expectation for everyone. As part of your year-end review, you will describe how capabilities are developing and applied over time using growth zones.

The zones support development conversations and help people understand how building and applying skills increases their ability to deliver impact now and in the future.