Dave Kline@dklineii
Nov 4, 2021
17 tweets
Don't undermine a year of hard work.
Here are 13 tips to crush your next performance review
Why take my advice?
I've personally reviewed more than 500 people
I built & ran the performance management system for 1000's more
I did this at Bridgewater, where we monitored individual performance 24/7/365
twitter.com/RayDalio/statu
I've personally reviewed more than 500 people
I built & ran the performance management system for 1000's more
I did this at Bridgewater, where we monitored individual performance 24/7/365
twitter.com/RayDalio/statu
Ray Dalio@RayDalio
Feb 21 19
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Every day is not a new day. Over time, a body of evidence builds up, showing which people can be relied on and which cannot. Track records matter, and at Bridgewater tools such as Baseball Cards and the Dot Collector make everyone’s track records available for scrutiny.
1/ Get in the right mindset
- This is a meeting that you need to embrace, not fear
- This is a process you can influence, not guarantee
- This is a negotiation, not a debate
twitter.com/JamesClear/sta
James Clear@JamesClear
Apr 12 19
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Negotiation Tips
-You want leverage.
-The person who creates more value has leverage.
-The person who can walk away has leverage.
-The person who is irreplaceable has leverage.
-The person who has a second option has leverage.
-The person who knows the numbers has leverage.
2/ Define success
You win if:
- You are assessed fairly and accurately
- They perceive you to be an owner and partner
- They believe you're an asset to be invested in and nurtured
You lose if:
twitter.com/TheOnion/statu
The Onion@TheOnion
Nov 01 21
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Employee Leaves Performance Review With Clear, Identifiable Goal Of Surrendering To The Void bit.ly/2PcjNwc
3/ Prepare. Then prepare some more.
- Write 
It Down
- Cater to your manager's style.
- Dress rehearse with a friend or mentor.
- Make sure you know your company's process.
- Check market data on @Payscale & @Glassdoor.
It Down
- Cater to your manager's style.
- Dress rehearse with a friend or mentor.
- Make sure you know your company's process.
- Check market data on @Payscale & @Glassdoor.4/ No surprises
If an employee is surprised in a review, the manager failed.
Tip: Show the same respect - send your self-review in advance.
You're:
- signaling how critical a fair review is
- giving them a chance to adjust their perspective in advance
twitter.com/went1955/statu
5/ Be accurate
Headline: 95% of you will undersell your contributions.
- Don't be modest, be accurate.
- Use data to tell the story - OKRs, KPIs, etc.
- Refer to those notes - don't let early season wins be forgotten
6/ Be humble
Remember: negotiation, not debate.
- Include wins & losses. Own the losses with honest reflections.
- If your manager doesn't have to convince you of reality, they'll focus on your improvement.
- Need to defuse the conversation? Ask for advice, not feedback.
7/ Be realistic
- This is one meeting, you can't fix it all in 30 minutes. But you can do damage.
- Understand how your company & team performed. You're rarely the exception.
- Shoot for the upper bounds of what you can defend with data. Make it easy for them to say yes.
8/ Be creative
Know what's most important to your long-term goals:
- Grade
- Raise
- Equity
- Promotion
- Rotation
- Sabbatical
- Training
- Mentorship
Optimize the list w/ your manager to create the most value.
Hint: compensation comes in many forms.
twitter.com/ryanstephens/s
Ryan Stephens | Getting Dialed In 
@ryanstephens
Nov 05 19
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Most people are terrible at salary negotiation.
But what if I told you that a few hours of preparation and an uncomfortable five-minute conversation could dramatically increase your future earnings?
Here’s a thread chock full of tips to increase your next offer.
9/ It's YOUR meeting
Have an agenda. Own it.
Listen for:
- Recency bias - if you hear "last week", reset to full year goals w/ wins and losses
- Patterns related to both your goals (impact) how you achieved them (style)
twitter.com/joulee/status/
Julie Zhuo@joulee
Oct 24 19
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To keep in mind when receiving a performance review: hear the good, recognize patterns, and tell your manager what you want to work towards in the next cycle. More here:
blog.bonus.ly/receiving-perf
10/ Leave with clear, tangible agreements
- Numbers: grades, comp, etc.
- A title, an endorsement, a training course, etc.
- Set a time to meet in a couple weeks, because...
11/ Next year's review starts now
- Set clear goals & measures.
- Be flexible thru the year. Dynamic companies reward dynamic employees.
- Find early wins, course correct fast if needed.
- Who influences your boss? Find a way to create value for them.
twitter.com/MrJacobEspi/st
Jacob Espinoza@MrJacobEspi
Oct 28 21
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I spent the last 13 years building a career at T-Mobile.
It changed my life, and tomorrow is my last day.
Here are 11 rules I learned to get you promoted and help you win at life:
12/ Loop or leave
If you are underperforming:
- Be honest in your diagnosis - you can only fix what you name
- Be collaborative in your plan - correct both performance & perception
- Be biased towards action - motion generates data & confidence
13/ Know your value
What will make you walk out the door?
Remember:
- You're almost ALWAYS more expensive to replace than pay fairly
- Your worth is far greater than your role in ANY company
- You are too VALUABLE to settle for less than great.
Whoa! This really took off. You are all incredible.
If you think it can help others, please give a retweet.
twitter.com/dklineii/statu
Dave Kline@dklineii
Nov 04 21
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Don't undermine a year of hard work.
Here are 13 tips to crush your next performance review
And if you're interested in practical guides to:
- maximize your career
- navigate the future of education
- build a small business in public
Please give me a follow.
twitter.com/dklineii/statu
Dave Kline@dklineii
Oct 13 21
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After 2 decades, I finally left my safe corporate job.
A big decision. And one I wish I had made sooner.
Here are 8 questions to help you decide if now is the time to leave:
Dave Kline
@dklineii
I teach leaders how to build great teams & level up their career | Alum: Bridgewater & Moodys Analytics | Owner: https://t.co/IYlZh8zYtD
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