Kick things off by assessing your strengths and growth areas. Look at the work you’ve done since you started in this role. What went well? What could have gone better? Break it down, paying attention to the skills and competencies listed in your job profile.

If you aren’t sure where to start, look at your past performance reviews, manager feedback, and peer feedback. That should help you find your baseline and identify skills or competencies you can target for growth over the next review cycle.

Set 3-5 goals for the next review cycle. These goals should be specific, measurable, and achievable, and they should be tied to your job profile. For each goal you set, write down how you plan to measure success, identify what you’ll need in the way of support, and track opportunities that will help you to achieve it.

For example, if you set a goal to learn Spanish, you might take a class online to improve your language skills. To measure success, a bilingual coworker can evaluate your interactions with Spanish-speaking clients.

Set up regular check-ins with your manager to keep yourself on track. Whenever you meet, update the date in the Last updated column and add a sentence or two describing the progress you made since the last time you met. Even if you haven’t made any progress, it’s important to note it so that you really hold yourself accountable.

If your manager is busy, consider asking a coworker to meet with you so you have someone to talk to about your goals on a regular basis. That small amount of social pressure can do wonders. You might even be able to return the favor!