A strong self-review can help pave the way to a raise or promotion

When it comes to nabbing a promotion or a raise, a good performance review is akin to money in the bank.

Workers with the highest performance ratings got a 77% higher raise, on average, than those rated just average, according to a Towers Watson survey of exempt workers (those not paid by the hour). The top workers’ average raise was 4.6% in 2015, vs. 2.6% for average folks, reported the study, conducted May through July.

And a strong self-review, where employees tell their managers about their achievements and goals, can be key.

"A lot of people believe their contributions are self-evident,'' says John Bremen, managing director of Towers Watson, a global human resources consulting firm. "But often there's no one better able to speak up for yourself.''

Still, there are some steps to keep in mind when crafting a strong self-review.

"I think it's a great opportunity for anybody to ... toot your own horn but in a reasonable and respectful way,'' says Deb Cohen, senior vice president for knowledge development at the Society for Human Resource Management. "Let's face it, managers have a lot of people who report to them typically and they can't always remember every single detail of what everybody's done.''

When writing your self-evaluation, consider your company's goals and how well you met them. And if you didn't, don't panic.  "Just because you don't make a goal doesn't mean you shouldn't get a good rating,'' says Cohen. "Any number of things could have happened, and here's your opportunity to say why.''

Also, don't wait until review time to try and recall all that you've achieved. Instead, keep a file where you can note your accolades, training and even times you went out of your way to help a colleague, throughout the year. "If a note or letter is received from a supervisor, if you're recognized in a trade publication where you were quoted, … have that file either electronically, or a hard copy, or both,'' says Paul McDonald, senior executive director of Robert Half, a global staffing organization.

Numbers are always good to include, showing for instance how you exceeded the goal of beefing up your social media following. And whatever you do, don't wait until the last minute.

"You want to take time to do it,'' Cohen says, adding that writing it, then looking it over a few days later may help you remember points you forgot, or see a need todetail more clearly.

Often a performance appraisal will consist of a face-to-face sit-down, so before you go in for that meeting, prepare.

"Role-play your review with a trusted mentor,'' McDonald says. "How do you sound? Are you being defensive or emotional about a topic that needs to be talked about?''

Often appraisals include a question about where an employee can improve. While that might seem a bit awkward, it can actually present an opportunity.

"Honesty is the best policy,'' Cohen says. "Everybody has strengths. ... Everybody has room for development. So you could put a spin on it. 'I've done this really well, but I'd like to do it better.'"

DO THIS

Review your company's or department's goals so you can home in on how you've met them.

Keep a file year round to help you remember all your accomplishments.

Don't wait until the last minute.

NOT THAT

Don't overload your appraisal with details that will cause your manager to tune out. "You want to strike a balance,'' Cohen says.

Don't get emotional or defensive. Role-playing can help ensure that you don't overreact if issues come up that "press your buttons,'' McDonald says.

Follow USA TODAY Reporter Charisse Jones on Twitter @charissejones