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A Summary of

The Power of Performance Reviews: Use This System to Become a Better Manager

by
Lenny Rachitsky
Lenny's Newsletter
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Bottom Line

  • Performance reviews done well, improve performance, align expectations and accelerate your report's career. Done poorly, they accelerate their departure.

Prepare

  • Where most of a manager's time is spent
  • Ask people to review their performance and ask your employee to review their own performance
  • While waiting for feedback come up with your own point of view so you're not too swayed by other's opinions
  • Highlight and prepare their accomplishments, superpowers, overall feedback, areas for improvements and timeline until promotion

Deliver

  • How you message the feedback is often more important than the actual content itself
  • Schedule the meeting and set aside time to prep
  • Prepare your narrative for how you will walk through the document
  • Send the document to the employee ahead of time so they can be aware
  • Bring paper copies to mock up and highlight importance
  • Start by sharing the rating, then describe the feedback, include any compensation changes and end with a follow-up action plan

Follow-Up

  • The conversation is just the beginning of the performance development process
  • Ask the employee to put together a two-sided action plan that you and they will complete in the following weeks / months / years
  • Schedule check-ins to assess and give feedback on performance (i.e., what's going well, what's not going well, where to improve)
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