Preparing for a performance review looks different when you work in the tech industry. Your evaluation can influence whether you land a promotion, how much you increase your total compensation, and even your chances of surviving a layoff.
As an executive coach for tech leaders, clients often ask how they can best plan for their performance review to minimize their likelihood of being laid off and maximize their earning potential. Since December is a common time for evaluations, I wanted to dedicate this month’s blog to the topic. Let’s explore five steps for making the most of your annual performance review.
5 Actionable Steps To Prepare For A Tech Performance Review
1. Educate yourself on your employer’s performance process.
It’s important that you understand how your company evaluates performance. Tech companies tend to have structured review processes that require clarity around expectations, documented impact, and alignment with company values or competencies.
Moreover, each tech company weighs aspects of your evaluation differently, so you’ll want to know what will move the needle and what is insignificant, especially if you’re vying for a promotion.
You also want to get familiar with the logistics of the process. Clarify whether you need to gather peer feedback, support from leadership, or both. Garnering internal support and recommendations is common in tech when you want to secure a higher-level role.
2. Document your wins—year-round.
It can be tempting to wait until the last minute to work on your self-evaluation, but you don’t want to rush this process when you’re in tech, since so much can rest on your review.
Fortunately, you don’t need to recreate the wheel. Think about any processes that already exist to capture your impact at work.
One of my executive clients created a weekly habit of writing out his wins on his train ride home. Each week, he’d write out what he was most proud of. It took only a few minutes, yet it made filling out his evaluation incredibly easy.
Another client used their one-on-one agendas to document wins and guide them in completing their self-evaluation. Another leveraged quarterly business reviews (QBRs) and presentations to the board, since they had already done so much heavy lifting for these meetings.
3. Connect your wins to the business.
A consistent missed opportunity I see when reviewing clients’ performance evaluations is a lack of connection to the bigger picture. They often highlight great wins but fail to connect them to the business, which is what can make the difference between a good review and a great one.
As you complete your performance review, keep asking yourself, “So what?” Reflect on why the CEO and shareholders would care about your work, since the answer to this question is what will help you secure a promotion or new internal role.
Furthermore, with recurring layoffs in tech, you want to justify how your work directly influences business goals and document this impact in your self-evaluation to reduce your chances of being laid off.
4. Think about your goals.
Performance reviews aren’t just about reflecting on the past. You also want to think about the future and document your aspirations in your evaluation.
Take time to consider your career goals and how you might incorporate them into your document. This is critical, as you’re more likely to get your manager’s support, along with access to professional development funds, if your goals are formally documented.
Aim for a balance of lofty goals and realism. The adage “under promise, over deliver” applies here, since you don’t want to fall short during your next evaluation cycle.
5. Don’t get caught off guard.
You don’t want your performance review to be the first time you receive critical feedback. Regularly ask for specific feedback from your boss, colleagues, and customers leading up to your review cycle.
This is especially important if you’re unsure about how you might be evaluated, since you don’t want any negative feedback to be formally documented without the chance to address it.
Important: Several of my executive clients have confirmed that their tech companies require them to place a certain number of their employees, often 8 to 10 percent, on a performance improvement plan (PIP) so they have workers ready should layoffs come. You don’t want this group to include you!
Actively and frequently seeking out feedback ensures you know where you stand and allows you to address any problems before they’re described on your evaluation.
What Do I Need To Prepare For A Performance Review?
Ensure you understand how your company evaluates performance and what is prioritized, since every tech company is unique. Reflect on your wins, align them with your department and company goals, and think about your future. Come to the conversation with a clear list of your accomplishments, areas of development, and goals for the following year.
Don’t wait until the last minute to prepare. Consider keeping a “fabulousness folder” throughout the year where you collect positive feedback from colleagues and clients. Check in regularly with your boss to avoid getting caught off guard during review season.
What Should I Say During A Performance Review?
You want to highlight your wins and your unique contributions to the team. This can feel uncomfortable if you’re not used to selling yourself, but it’s critical come review time, since your accomplishments can’t speak for themselves. You don’t want to lose out on a promotion or raise because a peer was more comfortable owning their workplace wins. This is particularly important in tech, since there are far fewer leadership opportunities available as you climb the ladder.
Defensiveness can also surface if you receive negative feedback during the evaluation process. Avoid making excuses and be open to growth. This is a powerful moment in which to consider partnering with an executive coach who will help you turn the feedback into insights and action.
What Should I Avoid Saying During An Evaluation?
Although it’s common to receive a promotion or compensation increase during your review, avoid overemphasizing these in your evaluation. Focus on highlighting your wins and unique contributions. Yes, you can mention your goals, including a new title, but avoid centering the conversation on them, as you don’t want it to seem like they’re all you care about.
Final Thoughts On Getting Ready For Your Tech Performance Review
Preparation is critical. Winging it simply won’t cut it in tech, since review processes are comprehensive. You want to dedicate ample time and effort to completing your review and ensure you highlight your unique value proposition (what I call your fabulousness).
On a final note, please don’t hesitate to reach out if you’d like support as you get ready for your review cycle. I’m here for you! You’ve got this!
