Don't undermine a year of hard work.
Here are 13 tips to crush your next performance review🧵
Here are 13 tips to crush your next performance review🧵
Why take my advice?
✅I've personally reviewed more than 500 people
✅I built & ran the performance management system for 1000's more
✅I did this at Bridgewater, where we monitored individual performance 24/7/365
✅I've personally reviewed more than 500 people
✅I built & ran the performance management system for 1000's more
✅I did this at Bridgewater, where we monitored individual performance 24/7/365
https://twitter.com/RayDalio/status/1098638413589286913
1/ Get in the right mindset
- This is a meeting that you need to embrace, not fear
- This is a process you can influence, not guarantee
- This is a negotiation, not a debate
- This is a meeting that you need to embrace, not fear
- This is a process you can influence, not guarantee
- This is a negotiation, not a debate
https://twitter.com/JamesClear/status/1116695082881646592
2/ Define success
You win if:
- You are assessed fairly and accurately
- They perceive you to be an owner and partner
- They believe you're an asset to be invested in and nurtured
You lose if:
You win if:
- You are assessed fairly and accurately
- They perceive you to be an owner and partner
- They believe you're an asset to be invested in and nurtured
You lose if:
https://twitter.com/TheOnion/status/1455150143775428610
3/ Prepare. Then prepare some more.
- Write 👏It 👏Down
- Cater to your manager's style.
- Dress rehearse with a friend or mentor.
- Make sure you know your company's process.
- Check market data on @payscale & @glassdoor.
- Write 👏It 👏Down
- Cater to your manager's style.
- Dress rehearse with a friend or mentor.
- Make sure you know your company's process.
- Check market data on @payscale & @glassdoor.
4/ No surprises
If an employee is surprised in a review, the manager failed.
Tip: Show the same respect - send your self-review in advance.
You're:
- signaling how critical a fair review is
- giving them a chance to adjust their perspective in advance
If an employee is surprised in a review, the manager failed.
Tip: Show the same respect - send your self-review in advance.
You're:
- signaling how critical a fair review is
- giving them a chance to adjust their perspective in advance
https://twitter.com/went1955/status/1072756533560262656
5/ Be accurate
Headline: 95% of you will undersell your contributions.
- Don't be modest, be accurate.
- Use data to tell the story - OKRs, KPIs, etc.
- Refer to those notes - don't let early season wins be forgotten
Headline: 95% of you will undersell your contributions.
- Don't be modest, be accurate.
- Use data to tell the story - OKRs, KPIs, etc.
- Refer to those notes - don't let early season wins be forgotten
6/ Be humble
Remember: negotiation, not debate.
- Include wins & losses. Own the losses with honest reflections.
- If your manager doesn't have to convince you of reality, they'll focus on your improvement.
- Need to defuse the conversation? Ask for advice, not feedback.
Remember: negotiation, not debate.
- Include wins & losses. Own the losses with honest reflections.
- If your manager doesn't have to convince you of reality, they'll focus on your improvement.
- Need to defuse the conversation? Ask for advice, not feedback.
7/ Be realistic
- This is one meeting, you can't fix it all in 30 minutes. But you can do damage.
- Understand how your company & team performed. You're rarely the exception.
- Shoot for the upper bounds of what you can defend with data. Make it easy for them to say yes.
- This is one meeting, you can't fix it all in 30 minutes. But you can do damage.
- Understand how your company & team performed. You're rarely the exception.
- Shoot for the upper bounds of what you can defend with data. Make it easy for them to say yes.
8/ Be creative
Know what's most important to your long-term goals:
- Grade
- Raise
- Equity
- Promotion
- Rotation
- Sabbatical
- Training
- Mentorship
Optimize the list w/ your manager to create the most value.
Hint: compensation comes in many forms.
Know what's most important to your long-term goals:
- Grade
- Raise
- Equity
- Promotion
- Rotation
- Sabbatical
- Training
- Mentorship
Optimize the list w/ your manager to create the most value.
Hint: compensation comes in many forms.
https://twitter.com/ryanstephens/status/1191729826253754368
9/ It's YOUR meeting
Have an agenda. Own it.
Listen for:
- Recency bias - if you hear "last week", reset to full year goals w/ wins and losses
- Patterns related to both your goals (impact) how you achieved them (style)
Have an agenda. Own it.
Listen for:
- Recency bias - if you hear "last week", reset to full year goals w/ wins and losses
- Patterns related to both your goals (impact) how you achieved them (style)
https://twitter.com/joulee/status/1187509814055727104
10/ Leave with clear, tangible agreements
- Numbers: grades, comp, etc.
- A title, an endorsement, a training course, etc.
- Set a time to meet in a couple weeks, because...
- Numbers: grades, comp, etc.
- A title, an endorsement, a training course, etc.
- Set a time to meet in a couple weeks, because...
11/ Next year's review starts now
- Set clear goals & measures.
- Be flexible thru the year. Dynamic companies reward dynamic employees.
- Find early wins, course correct fast if needed.
- Who influences your boss? Find a way to create value for them.
- Set clear goals & measures.
- Be flexible thru the year. Dynamic companies reward dynamic employees.
- Find early wins, course correct fast if needed.
- Who influences your boss? Find a way to create value for them.
https://twitter.com/MrJacobEspi/status/1453711092841017346?s=20
12/ Loop or leave
If you are underperforming:
- Be honest in your diagnosis - you can only fix what you name
- Be collaborative in your plan - correct both performance & perception
- Be biased towards action - motion generates data & confidence
If you are underperforming:
- Be honest in your diagnosis - you can only fix what you name
- Be collaborative in your plan - correct both performance & perception
- Be biased towards action - motion generates data & confidence
13/ Know your value
What will make you walk out the door?
Remember:
- You're almost ALWAYS more expensive to replace than pay fairly
- Your worth is far greater than your role in ANY company
- You are too VALUABLE to settle for less than great.
What will make you walk out the door?
Remember:
- You're almost ALWAYS more expensive to replace than pay fairly
- Your worth is far greater than your role in ANY company
- You are too VALUABLE to settle for less than great.
Whoa! This really took off. You are all incredible.
If you think it can help others, please give a retweet.
If you think it can help others, please give a retweet.
https://twitter.com/dklineii/status/1456293882795286531?s=20
And if you're interested in practical guides to:
- maximize your career
- navigate the future of education
- build a small business in public
Please give me a follow.
- maximize your career
- navigate the future of education
- build a small business in public
Please give me a follow.
https://twitter.com/dklineii/status/1448334384675926018
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