Aspirational Reviews
There’s something inherently powerful about articulating a future state in vivid detail, which is why writing a self-assessment at the start of a review period can transform goal setting and performance discussions.
January 3, 2025
Many people think about performance reviews at the end of a period, as a postmortem exercise intended to justify their role and the raise or promotion they are looking for, but what if we came at it from a different angle? What if, instead of waiting until the end, we wrote our performance review at the beginning? A bold, visionary, predictive self-assessment? A glimpse into the impact we want to create. We like to call this an aspirational review.
As suggested, an aspirational review is a self-assessment written at the beginning of a review period. The aspirational review imagines what a truly stellar review at the end of the period would look like. It’s not just a wishlist or a set of vague ambitions; it’s a detailed narrative of accomplishments, contributions and growth that you believe would make a meaningful difference to your team, your company and your career.
Employees are no longer working towards a set of objectives they don’t fully understand; they’re executing on a vision they’ve actively shaped.
Making the Vision Real
There’s something inherently powerful about articulating a future state in vivid detail. By describing what success looks like in the clearest possible terms, we create a roadmap for turning that vision into reality.
This exercise is complementary to the goal setting process because brings a new level of clarity, clarity that transforms abstract goals into concrete, actionable plans. Employees are no longer working towards a set of objectives they don’t fully understand; they’re executing on a vision they’ve actively shaped.
The traditional goal setting process is very transactional and people often approach it defensively, asking questions like:
- What does my manager expect of me?
- What do I want to achieve this review period?
- Will these goals earn me a promotion/raise while still being achievable?
- What would a truly impactful contribution look like?
- Six months from now, what milestone am I most proud of achieving?
- How did my achievements contribute to the team’s performance or morale?
- What new skills or expertise did I master that now distinguish me in my role?
- What obstacle almost derailed my progress, and how did I overcome it?
- Which stakeholders or clients did I impact the most, and how did I exceed their expectations?
- What new leadership responsibilities did I take on, and how did they broaden my perspective?
Clarity and Alignment
Aspirational reviews are not just about individual ambition, they are about alignment. When employees share their aspirational reviews with their managers, it creates an opportunity for open, frank discussions about priorities and expectations.
- Are these goals realistic and achievable?
- Are these contributions aligned with what the team or organization values most?
- Which efforts will have the highest impact and which might not be valued as much?
Inspiration in Action
Aspirational reviews are more than planning tools, they are sources of inspiration. Writing down what success looks like can be incredibly motivating, especially when that vision feels tangible and within reach. Employees who articulate their aspirations clearly are often more engaged and energized, driven by a sense of purpose and direction.
Managers, too, benefit from this exercise. When employees share their aspirational reviews, it provides managers with a clearer understanding of their team’s potential and ambitions. These insights can inform decisions about projects, resources and mentorship opportunities, creating a more supportive environment for employee growth.
Socializing Success
Another powerful benefit of aspirational reviews is their potential to foster collaboration and alignment across the organization. Managers can share employees’ aspirational reviews with peers and leadership, socializing ideas and ensuring that everyone is on the same page. This process can highlight synergies between team members, reveal overlapping priorities and help ensure that individual goals support broader organizational objectives.
Adding Color to Goals
Goals are often written as concise, measurable statements, effective but sometimes lacking in context. Aspirational reviews bring those goals to life, adding color and depth. They paint a vivid picture of how goals might play out in practice, making it easier to identify potential roadblocks or opportunities for innovation. They also make it easier to revise goals early, ensuring they remain both ambitious and achievable.
What Aspirational Reviews Are Not
It should go without saying, but aspirational reviews are not commitments. They are visions of what success could look like, not promises of what it will look like. They are meant to inspire, guide and motivate, not to constrain or limit. They are a starting point, not an end point.
Conclusion
Aspirational reviews are not just an exercise in imagination, they are a powerful tool for creating clarity, alignment and inspiration. They help employees and managers co-create a vision for success, clarify what’s most important and inspire action throughout the review period.
By envisioning the review you want to write at the end of the period, you take a critical step toward making that vision real. And in the process, you’re not just setting goals, you’re setting yourself up for meaningful growth, impactful contributions and career success.
Our mission is to empower organizations by fostering cultures of clarity and transparency, engagement and collaboration. Through innovative tools, best practices and partnership with leaders, we strive to unlock the competitive advantages inherent in healthy organizations.