If you’ve ever wondered whether you should share your emotions in a performance review, you’re not alone. These meetings can feel tense, especially when your future in the company—and possibly your next raise—are on the line. The key is understanding what a performance review is, what happens during one, and how to communicate effectively.

What Is a Performance Review?

A performance review is a formal discussion between you and your manager to evaluate your work over a specific period, usually quarterly or annually. It’s an opportunity to:

• Review your achievements

• Address challenges

• Set goals for the future

• Discuss career development opportunities

In the GCC, performance reviews can also influence promotions, bonuses, and training allocations.

What Happens During a Performance Review?

While every company handles reviews differently, most follow a similar structure:

1. Manager Feedback – Your manager highlights your strengths and areas for improvement.

2. Employee Self-Assessment – You share your perspective on your work, progress, and challenges.

3. Goal Setting – You and your manager agree on measurable objectives for the next period.

4. Career Development Discussion – You discuss training needs, promotions, or new responsibilities.

Some reviews may also include peer feedback, customer satisfaction scores, or project outcomes.

Should You Talk About Your Feelings?

The short answer: yes—but carefully. Sharing how you feel can humanize the conversation and give your manager better context. However, the way you express emotions matters.

When It’s Helpful to Share Feelings

• Explaining Motivation – “I felt proud leading that project because it challenged my leadership skills.”

• Highlighting Engagement – “I feel motivated when I work on innovative projects.”

• Clarifying Challenges – “I’ve felt overwhelmed when managing three major projects at once, and I’d like to discuss workload balance.”

When to Avoid Oversharing

• Avoid making the review solely about emotions without connecting them to results.

• Don’t express feelings in a way that sounds defensive or confrontational.

• Stay away from unrelated personal matters unless they directly affect your performance.

What Should I Say in My Performance Review?

Here are some phrases you can adapt:

• “I’m proud of achieving [specific result] and would like to take on more projects in that area.”

• “I feel confident about my technical skills, and I’m eager to improve my leadership abilities.”

• “I appreciate the feedback and want to set clear goals for the next quarter.”

• “One area I’d like to improve is time management, especially on multi-department projects.”

These statements combine self-awareness, professionalism, and forward-thinking.

Tips for Talking About Feelings Professionally

• Be Specific – Link feelings to concrete examples or results.

• Stay Solution-Oriented – If you express frustration, suggest ways to improve the situation.

• Maintain a Balanced Tone – Avoid extremes; neither overly emotional nor cold and detached.

• Prepare in Advance – Write down key points to avoid forgetting them in the moment.

Why This Matters in the GCC Job Market

In many Gulf workplaces, professionalism and results-focused discussions are valued. Expressing feelings is acceptable when it supports your points, shows engagement, or helps your manager understand your work style. Balancing emotions with facts can strengthen your relationship with leadership and improve your chances for advancement.

Final Takeaway

Your performance review is not just about numbers—it’s about your growth, contribution, and future in the company. Talking about your feelings is fine, as long as you connect them to your work and keep the focus on solutions and career goals.

Prepare for your next performance review by setting clear goals and tracking achievements—find career-boosting opportunities now on Bayt.com.