CL# 11 – Want To Rock Your Performance Review? Here Are Three Simple Rules to Follow (That Google Uses)

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One of the most impressive companies in terms of growth over the last decade has been Google. 

These rules are a must-read for students about to graduate, junior engineers, and senior engineers who want to become better at performance reviews. (If you haven’t read this yet, get ready—because this is one of those rare gems on the Internet.) I looked to see what I could learn before my performance review, and I was surprised by the results.

Here’s the breakdown:

Rule #1: Employees should get a say in the review process

Telling people what to do is rarely a good idea, Google reminds us.

They prefer being part of the conversation. Because they feel appreciated, have a sense of purpose, and, most importantly, be heard. We all know these things “in theory,” but we often forget them.

Rule #2: They are a team with a common goal

Most people who try to grow within the company think that if they share their goals, others may take them down.

When actually, it’s usually the opposite. And the reason is that when we work as a team, we get better feedback on our goals. So, don’t fall into the trap most people do.

Don’t be afraid to share everyone’s goals with the rest of the company. Remember, you are a team working towards a common goal. 

Rule #3: Upward feedback is just as crucial as downward feedback. 

It takes people a long time to learn this one.

Success is not about being told what to do and simply doing it. Instead, it’s about practicing collaborative feedback repeatedly—this allows for more honest and transparent relationships that are deeper trusting relationships.

These three rules sound simple and obvious, but you would be surprised by how many companies struggle to engage their employees. Follow these three simple steps during your next annual review and watch how your career starts taking off.

See you again next week…

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