The Dark Side of Performance Reviews

I haven’t talked about this much, but it’s something that’s bothered me for years.

The annual performance review.

I used to think it was just a formality. A way to check the box and move on. But the more I observed how it worked, the more I realized—it’s flawed at its core.

Here’s the problem:

Your performance isn’t tracked daily. Not officially, at least.

Managers don’t document every time you went above and beyond. They don’t record the extra hours you put in to meet a deadline or the times you helped a colleague.

But they do remember when you made a mistake.

They remember the time you missed a target. Or when you had that disagreement in a meeting. And unfortunately, that’s what often ends up defining your review.

It’s called recency bias—our tendency to give more weight to recent events when making judgments. Studies show that recency bias plays a huge role in performance evaluations, often overshadowing months of hard work (Gioia & Longenecker, Academy of Management Journal).

Now imagine this:

You worked consistently well throughout the year. But a few weeks before your review, you had a disagreement with your manager. Or a project didn’t go as planned. Suddenly, that’s what sticks.

Fair? Not at all.

So, how do you take control of your performance review in 2025?

Turn the System in Your Favor.

Since the system isn’t changing anytime soon, you have to play the game differently.

Here’s how:

1?? Keep a Record of Your Achievements: Every win, no matter how small, should be documented. Completed a project ahead of schedule? Write it down. Solved a major problem for your team? Record it.

2?? Track Every Project You’ve Participated In or Led: Most people forget half of what they worked on throughout the year. Keep a running list of projects, your role in them, and measurable outcomes.

3?? Send a "Winning Friday" Email: This is a game-changer. At the end of every week, send a short email to your manager highlighting:

• What you accomplished that week.
• How it contributed to team goals.
• Your focus for the following week.

Not only does this create a written record of your contributions, but it also makes it easier for your manager to recognize your value.

Because here’s the truth:

If you don’t advocate for yourself, no one else will.

Performance reviews shouldn’t be based on memory. They should be based on data. And the best way to ensure your hard work gets recognized is to build the habit of tracking it yourself.

My Question for You

How would your performance review change if you had a year's worth of documented achievements?

And what’s stopping you from starting that today?

— Avin