Performance reviews shape careers but many engineers treat them as a formality. Understanding how they work and how to navigate them is essential. Because this chapter’ specifics are all about big tech I’ve didn’t include any of the “process” in this summary.
Performance Reviews Matter
Reviews affect:
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promotions,
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raises,
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leveling,
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and visibility within the company.
Ignoring them means leaving your growth and compensation to chance and oftentimes leads to stagnation.
Impact Over Activity
Performance isn’t measured by hours worked or lines of code.
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Managers focus on impact: what you delivered, how it affected the team, and how it aligned with business goals.
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Contributions must be visible and traceable.
What you do matters less than what you produce and communicate.
Document Your Achievements
Engineers who excel at reviews:
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track accomplishments continuously,
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quantify impact when possible,
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highlight problem-solving and results, not just tasks completed.
Waiting until review season to summarize your work is too late.
Peer Feedback
Peer feedback plays a big role.
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Peers evaluate collaboration, reliability, and teamwork.
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Being helpful, communicative, and trustworthy strengthens your review.
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Negative perception among peers can outweigh technical contributions.
Partner With Your Manager
As mention in the previous chapter:
Your manager is your advocate if you provide evidence of your work.
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Regular check-ins ensure alignment on expectations,
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Clarify your level and what’s needed for promotion,
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Ask for guidance on high-impact opportunities.
Avoid Common Pitfalls
Many engineers stumble by:
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assuming hard work speaks for itself,
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failing to highlight impact,
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neglecting peer relationships,
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or waiting too long to discuss growth.
Performance reviews reward visible, measurable, and aligned contributions.