Author: April Ogden, Founder and CEO, It’s Your Outcome

Let’s face it: performance reviews can be intimidating for anyone. But when you’re managing a disability—whether visible or hidden—there’s an extra layer of complexity. The good news? With the right preparation, you can take control of the conversation, highlight your achievements, and ensure your accommodations are seen as part of what makes you an effective contributor.

Here’s how to turn your performance review into an opportunity for growth.

Stay Ahead: Set Regular Check-ins With Your Manager

One of the best ways to ensure your accommodations are effective is by setting up regular check-ins with your manager. Instead of waiting until the annual performance review, scheduling bi-weekly, monthly, or quarterly meetings allows for ongoing feedback and adjustments. This proactive approach ensures you’re addressing any challenges early, so your performance remains strong year-round. Additionally, collect data on your achievements, such as completed projects, deadlines met, or feedback received, to provide your manager with tangible evidence of your progress.

Tip:
Set a recurring meeting with your manager to review your goals, share data on your progress, and make adjustments to your accommodations if needed.

By sharing progress consistently, you ensure there are no surprises during your performance review. The next step is confidently discussing how your accommodations contribute to your success.

How Do I Confidently Discuss My Accommodations?

After establishing regular communication and collecting data on your accomplishments, you’ll be in a good position to discuss your accommodations during the performance review itself. Rather than viewing them as limitations, think of your accommodations as enablers of success. When you frame them in this way and back them up with data, it demonstrates how these adjustments allow you to meet or exceed expectations, further emphasizing your value.

Example:

“My flexible schedule has allowed me to manage my energy levels and consistently meet project deadlines. Over the past six months, I’ve completed 100% of my projects on time.”

Ask Yourself:

What accommodations have been crucial to your success? How have they helped you reach your goals more effectively?

Once you’ve shown how your accommodations are helping you succeed, it’s also important to highlight how you’ve managed challenges. This can show resilience and growth.

Should I Talk About Challenges Related to My Disability?

Addressing challenges can be tricky but reframing them as learning opportunities can turn the conversation in your favor. Use data to back up how you’ve improved in managing these obstacles. Performance reviews are the perfect time to show how you’ve grown through challenges, building resilience and problem-solving skills.

Example:
“Managing my anxiety has been tough, but by using mindfulness techniques and organizing my tasks, I’ve been able to stay focused and meet my deadlines. Over the past quarter, my productivity increased by 20%.”

Think About It:
How have you overcome obstacles related to your disability? What data can you share to show growth and improvement?

For further insights, read JAN’s guide on Workplace Accommodations and ADA.

With challenges addressed, the next focus is ensuring that your performance is judged fairly. For those with disabilities, this means focusing on results and data rather than how the work is done.

Can My Performance Be Judged Fairly With a Disability?

Absolutely! Your performance should always be judged on results—not on how you achieve them. Providing data on your work can help reinforce this. If your current accommodations aren’t working as well as they should, your review is the perfect time to address necessary adjustments. The ADA guarantees your right to reasonable accommodations, so don’t hesitate to advocate for changes that will help you perform your best.

Example:
“The accommodations I have, like flexible hours, allow me to meet deadlines while managing my health needs. Over the past quarter, I’ve consistently met every project deadline.”

Take Action:
Reflect on whether your current accommodations are still helping you succeed. If not, what data-backed changes would improve your performance?

While ensuring fair evaluation is critical, you must also be mindful of bias. Addressing bias head-on is important to make sure the review stays focused on your contributions, not your disability.

What If Bias Creeps Into the Conversation?

It’s unfortunate, but bias—intentional or not—can sometimes creep into performance reviews. If you notice the discussion is drifting towards your disability rather than your achievements, gently steer the focus back to your results. Use data and examples to showcase your value.

Data to Keep in Mind:
A JAN study found that 56% of workplace accommodations cost nothing, yet they significantly increase productivity and retention.

Example:
“While I’ve needed accommodations, I’ve consistently exceeded the goals we set and made significant contributions to the team.”

Pro Tip:
Prepare examples and data that clearly highlight your achievements and the value you bring.

Even with regular communication and accommodations in place, sometimes they no longer work as effectively as they should. If that’s the case, your performance review is a great time to request adjustments.

What If My Accommodations Aren’t Working?

Accommodations are meant to support your success, but they don’t always work perfectly forever. If your current accommodations aren’t as effective as they once were, use your performance review as an opportunity to request adjustments. Be direct about what changes will enable you to continue performing at your best.

Example:
“The current software I’m using helps, but upgrading to a newer version would allow me to work more efficiently.”

Action Step:
Make a list of what’s not working and suggest specific changes that would support your success.

Visit the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) for advice on making adjustments.

For those who haven’t disclosed their disability yet, making the decision to do so can feel challenging. Deciding when and how to disclose is a key step, especially if your performance is being affected.

What If I Haven’t Disclosed My Disability Yet?

Disclosing a disability is a deeply personal decision. It’s your choice whether or not to disclose but waiting until your performance suffers can be risky. If you’re struggling with job tasks due to your disability, proactively disclosing before it impacts your review allows you to secure the support you need.

Example:
“I’ve been managing a condition that’s recently impacted my work, and I’d like to discuss accommodations that could help me be more productive.”

Consider:
What accommodations would help you succeed? Are you ready to have that conversation?

For advice on disclosing a disability with confidence, check out this guide.

After addressing all of these points, your performance review should also be seen as a chance to plan your future. It’s an opportunity to align your goals with your manager’s support.

How Can I Use My Performance Review to Plan for Future Growth?

Performance reviews aren’t just about past performance—they’re a great opportunity to discuss future career goals. Share your long-term aspirations with your manager and how specific accommodations will support you in reaching them. Whether you’re aiming for a promotion or new responsibilities, this is your chance to align your goals with the company’s needs.

Example:
“I’m interested in taking on more responsibilities and developing leadership skills. With the right accommodations, I’m confident I can excel in this role.”

Think Forward:
What are your long-term goals, and how can your accommodations help you achieve them?

Finally, once your review is complete, make sure to follow up to ensure any adjustments are made. Keep the communication going to maintain momentum.

How Do I Ensure Follow-Up After the Review?

Remember, the review is just the starting point. To ensure any agreed-upon changes are implemented, follow up with your manager. A brief email summarizing the key points and next steps keeps the momentum going and ensures accountability.

Action Step:
After your review, follow up with a quick email recapping the accommodations discussed and schedule a check-in to evaluate your progress.

Need Help Preparing for Your Performance Review?

For personalized tips or a Performance Review Preparation Checklist, contact us!We’ll send you a guide to ensure you’re ready to ace your review.