Setting Yourself Up For Success Through The End of The Year
The end of the year often feels like an exhausting sprint - a mad dash to close projects, meet targets, and push through until the clock resets in January. But it doesn't have to be.
In this episode of The Glass Sessions, we share how to close out the year with clarity, energy, and intention instead of just counting down the days. We discuss how to get ahead of year-end reviews, build genuine momentum on your most impactful goals, and communicate clearly with leadership about your trajectory for next year.
The core of this conversation is about moving beyond simply hitting targets and focusing on telling the story of your year. Learn how to frame your results, especially if you may not be on the path to hitting every single goal. We break down how to reframe those experiences of not quite hitting the mark to strengthen trust, demonstrate growth, and ensure your annual review focuses on your valuable contributions and future potential.
Managing your year’s professional story
Year-end reviews are not the time to surprise your manager or to be surprised by them. Proactive alignment is key to ensuring your hard work is recognized and rewarded.
Align with your manager
Initiate a conversation with your manager now to review the year's priorities. Understand which projects were the highest impact and which results they plan to highlight when they advocate for you. Get on the same page about the narrative of your performance.
Mastering the narrative
Learn to tell the compelling story behind your results. If a project failed or a goal was missed, focus on the lessons learned, the pivot you executed, and the trust you built through transparency. This shifts the conversation from failure to growth and maturity.
Building momentum
Identify a few key, visible projects you can start or complete before the end of the year. This generates fresh, undeniable results and energy that carry over into the new calendar year, giving you a strong tailwind into January.
Actionable Tips & Takeaways
To move into the new year stronger and more intentional, here are five immediate actions you can take to close out the final quarter.
1. Conduct a personal and professional audit
Before Q4 ends, take time to review your standing across all dimensions.
Professionally: Review your job description, initial goals, and projects completed. Document your biggest wins and the specific impact they had (quantify everything!).
Personally: Audit what gives you energy versus what drains it. Use this awareness to guard your time and energy through the high-demand holiday season.
2. Clarify your next move
If you are seeking a change - a promotion, a new team, or a new company - you need a clear internal pitch.
Why: Define your purpose or value proposition. Why are you essential to the next level/role?
How: Detail the specific skills and actions you will take. How will you execute and deliver results in the new capacity?
What: The outcome. What specific title, compensation, or role change are you proposing?
3. Prepare your case for change or promotion
Don't just ask for a promotion; present a fully documented proposal. Create a one-page document that outlines your year's performance, provides external evidence (positive feedback, project data), and details the new responsibilities you are already taking on that prove you're ready for the next level.
4. Take advantage of underused employee benefits
Don't let valuable company resources expire. Check your Continuing Education/Tuition Reimbursement balance, or use any remaining Flexible Spending Account (FSA) funds. Book remaining vacation days - even a few planned long weekends can prevent burnout.
5. Strengthen your network strategically
The weeks leading up to the holidays are prime time for genuine connection. Instead of mass networking, focus on strengthening relationships with 3-5 key individuals. Send personalized notes or short emails acknowledging their work or asking for a quick 15-minute virtual coffee before year-end.
Tips For Managers
As a manager, you have the greatest leverage in setting your team up for a successful year-end. Here’s how you can reduce stress, maximize recognition, and build trust.
Document wins in real-time: Don't wait until the review window opens. Maintain a running document of each team member's successes, specific impacts, and positive feedback they received. This prevents you from overlooking smaller but significant contributions and provides concrete evidence for year-end advocacy.
Normalize the performance conversation: Formal reviews shouldn’t be the first time an employee hears major feedback or learns about their manager’s perception of their year. Proactively schedule regular performance check-ins throughout the year. This eliminates surprises and allows your team to respond to feedback before the year is through.
Focus forward: Development is retention: Use the year-end discussion to pivot quickly to next year's growth. Ask specific questions about where they want to stretch and grow and commit to a single, tangible development action you will support in Q1. An investment in their growth is the best way to ensure they stay on your team.
Manage scope creep: The end of the year is notorious for urgent, late-breaking projects. Protect your team’s focus time. When a new priority comes up, be clear about which existing task is being de-prioritized or removed to make space for the new work. Doing this protects their energy and models effective time management.
By focusing on intentional reflection and strategic planning now, you can transform the frantic end-of-year rush into a powerful springboard for career success in the new year.
