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(dāng)你走進(jìn)老板辦公室談?wù)摽?jī)效考核時(shí)，你需要準(zhǔn)備好策略。展示你的成績(jī)會(huì)開(kāi)個(gè)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信息。

Experts offer these tips for handling this sometimes tricky conversation:

下面是專家們提供的建議，用于應(yīng)對(duì)這種有時(shí)難以處理的談話：

* Play it by ear. 見(jiàn)機(jī)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板討論你的未來(lái)是一個(gè)好主意。但是如果沒(méi)料到遭到的是批評(píng)，那么也許最好留到以后再談。

"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(chuàng)始人、主席Janet Scarborough Civitelli說(shuō)：“只有在你考核順利時(shí)，才該討論關(guān)于職業(yè)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. 不需解釋或討論老板認(rèn)為你該做出的每一個(gè)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(guān)鍵是知道哪些情況下某件事情會(huì)危及你的工作或提拔。同樣地，最好的方法就是詢問(wèn)。

Ginder suggests saying to your boss, "'I need a little perspective here. How serious is this?'" Ginder建議人們對(duì)老板說(shuō)：“我需要了解具體情況，這有多重要？”

(to be continued)