Performance and Promo Feedback: These 4 Things Go Wrong Too Often

Do the right thing.

It’s Performance Review time at many companies. Well, even if it’s not that time at your company, the points are relevant. You’re expected to write feedback about a peer, or asked if a peer is ready for promotion. After running scores of performance calibration sessions, here are my 4 insights about signals a feedback can send that you may not be aware of. Extremely common, but also quite tricky. They’re important to understand because they can have serious consequences. Most times you’re one of a handful of reviewers, so signal from your feedback is quite high. Do the right thing.

1. The ‘Silent Killer’ Feedback

What you do: A feedback on performance or promotion is requested for a peer, but you choose not to write it.

How it’s viewed: It’s often seen as a signal indicating ‘something concerning’ with this relationship or their performance. But it might just be that you are too busy or don’t have enough context about the person.

Possible remedy: If it’s the latter, find a way to make it …