How do I manage my annual performance review as an event planner?

20 August 2019 | Temps de lecture : 7 min.

That’s it, the time has come for the traditional Annual Performance Review (APR). Organized by the direct line manager (i.e. directly by the boss in smaller companies), these interviews take place annually. Their goal? Take stock of your work, talk about the past year, analyse your achievements, discuss your frustrations and misunderstandings or set improvement objectives for the coming year… In short, talk about of all the positive or negative points. This interview is as important for the manager, who can look at the past year, as it is for you. It is indeed time to go back to your superiors and show them why you love your job as an event organizer so much. So how best to prepare for this moment, which can be a little stressful? Eventdrive gives you its advice to go as relaxed as possible.


Understand what the annual performance review is for 

 The annual performance review is somewhat different from the annual review. It is often overlooked by companies that do not see the need for it. And yet! It is a managerial lever that can be very useful. It can, in fact, serve as a reference point for employees. It is even said to be the key to avoiding burnout, as it regulates performance and constitutes a kind of commitment between the employee and the employer. Indeed, it is important to remember that the job of an event planner is the 5th most stressful job in the world! In other words, it is a true barometer of your performance.

And it can also be a good way to motivate yourself to surpass yourself!

How does the interview work?

Each manager is free to conduct the annual performance review as he or she wishes. However, a similar model is often followed. 

In the first half of the interview, the employee is often given the floor. During this time, it is up to you to take a look back at the past year, to present your vision of things. The aim is to present a real analysis of the situation, structured and clear. Our advice? Feel free to illustrate it with concrete examples.

In a second step, the manager takes the floor. He will then evaluate different points. In particular, how well you master your position, the missions you have carried out and whether the objectives set have been achieved or the overall attitude throughout the year: have you demonstrated professionalism? Positivity? Reactivity?

Finally, the interview concludes with a summary of the evaluation. The manager gives an update on everything that has been mentioned: the positive points and the points for improvement in particular. Sometimes a scale can be used. The objectives can then be categorized as not met, partially met, met or exceeded.

It should be noted that career development opportunities are often based on the overall level of performance. In other words, a promotion or salary increase could follow your annual performance review if you have achieved your objectives!

After the interview, the manager is responsible for writing a report on the interview. It’s a kind of record of the exchanges between you. If you do not receive this summary within days of your interview, you are perfectly entitled to request it, so do not hesitate! It is a real key to the continuation of your career within the company.

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Prepare your speech beforehand

 An annual performance review is like a job interview, you have to prepare it and arrive in front of your manager with a ready speech. Of course, the situation is somewhat different, because you know your manager well, you may even have become friends with him. But during the performance review, you have to remain professional!

Beforehand, list the missions entrusted to you, your achievements, all the tasks you have done over the past year. Consider making a self-assessment of your work: what were your objectives? Have you reached them? Have there been any significant developments in recent months? As an event planner, you should not have too much difficulty in listing these points. Even highlight the things you have encountered challenges with, but also all your positive results. In short, be prepared to summarize your year.

Define objectives

 Once you have taken a look at your year, you should be able to see which objectives you have achieved and, on the contrary, which ones have been more difficult to achieve. Based on these conclusions, feel free to prepare a list of objectives you would like to set up for yourself for the coming year. Your manager can use this list as a basis for writing the final objectives you will have for the following year.

To help you, you can use the acronym SMART. Your objectives must be:

Specific: you must be in total control of them. Our advice? Use action verbs to write them (for example: define, build, identify…),

Measurable: you must be able to quantify them with precise metrics (percentages, cost reduction…),

Accepted: it seems obvious to say, but your objectives must be accepted by your manager. But they must also be acceptable to you, if they are defined by the manager,

Realistic: they must be achievable in the next financial year with the means at your disposal,

Timely defined: here, the deadline is often 1 year, until the next evaluation. But sometimes, a shorter deadline can be set or a reassessment during the mandate.

For example, you could set yourself the objective of increasing your event satisfaction rate by 5% over the coming year or reducing average costs by 10%. Not sure how to measure the satisfaction rate of an event? Discover our article that will enlighten you! 

Be ready to answer your manager’s questions

As in any interview preparation, you must be prepared to answer the questions your manager will ask you. To help you as much as possible, Eventdrive has written a list of questions that we could ask you:

– What has been your state of mind over the past year?

– What are your motivational factors?

– What are your relationships with your colleagues?

– On which event did you experience the most difficulties?

– What type of event would you like to have the opportunity to work on in the future?

– Did you take any training this year? Or would you like to follow next year?

– What do you expect from this interview?


As you will have understood, there are many possibilities for questions. Your manager will ask questions that will be general, in relation to your role in the company, but also some that will be much more specific, on your missions as an event planner. Please feel free to be honest and specific in your answers. The purpose of these questions is to help your manager to best define your next objectives, so he will rely heavily on your answers.


The annual performance review is beginning to become more widespread in companies, and even more so in the event sector. Being able to quantify your performance and discuss it face-to-face is a very good exercise that should not be taken lightly. Prepare your speech by following our advice, keep in mind your objectives and those you would like to have for the coming year and plan answers to the questions you may be asked and everything will be fine. The hardest part will be to find a slot in your busy schedule for the interview. 😉

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