Guide ·
Preparing evidence for a Jahresgespräch that actually gets heard
Praise without evidence rarely moves pay. Build a review file your manager can take upstairs.
A Jahresgespräch that only lists soft skills rarely changes compensation. Managers who need to justify a raise to HR or a director need artefacts: closed projects, client feedback, coverage during absences, and responsibilities that outgrew the original Stellenbeschreibung.
Start collecting mid-year, not the week before. Keep a simple running list of outcomes with dates. Two sentences per item is enough. Attach links to tickets, reports, or emails when your company’s tools allow it.
Frame each example as problem → action → result. German appraisal forms often mirror this structure even when the headings differ. If your company uses competency grids, map your examples onto those labels so the reviewer does not have to translate for you.
Bring one forward-looking ask. Reviews that only look backward leave the manager with no decision to make. Pair your evidence with a specific request: a salary step, a title clarification, or a training budget with a timeline.
If English and German versions of your self-assessment both exist, match the language your manager will use in the HR system. Mixed-language forms create avoidable friction.