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- š„ Coming Soon: Your Career Score
š„ Coming Soon: Your Career Score
Plus a free guide on what not to say when itās your turn in the hot seat.


Happy Friday Eve, Legends!
Weāre diving into one of corporate worldās most awkward ritualsā¦the performance review. That annual back-and-forth where you casually name-drop your accomplishments, they pretend they didnāt already make up their mind, and everyone dances around the real conversation like itās a slow song at the office prom.
But hereās the truth, performance reviews arenāt what they used to be.
Now, theyāre more about data. Sentiment. Risk. Metrics.
But here's the real question - What if we actually used performance reviews to empower ourselves instead of feeling like weāre walking into a firing squad?
In this issue, weāll show you how to flip the power dynamic in your performance review - by making invisible work visible, and taking control of how youāre scored before someone else writes your file for you. But firstā¦
š»NEW THIS WEEK:
You Canāt Make This Sh*t Up - where we spotlight the most absurd workplace jobs and trends past and present.
After the Tactical Tips, weāve got a downloadable PDF waiting for you -
What NOT to Say in a Performance Review.Weāve got two quick polls and your voice matters. (look for the ā”)
One ties into this issue, the other helps shape what we do next. Please take 10 seconds, cast your vote, and know it counts.
This newsletter isnāt just for you - itās built with you!
Letās begin!
š§Ø THE RANT - This Isnāt a Review. Itās a Profile.
Ah, the performance review. The part of the year where competence competes with charisma, and āteam playerā is just corporate for ādonāt make waves.ā
Youāve spent the year busting your ass, meeting deadlines, handling that insane workload and then some manager in their corner office has the audacity to give you feedback thatās more about their own KPIs than your actual contributions.
āHereās a glowing review... but can you work on x, y, and z for next year?ā
Sound familiar?
Letās face it, performance reviews have never been about the truth. Theyāre a mix of office politics, damage control, and legal documentation dressed up as āgrowth.ā
And now?
Companies are quietly rolling out real-time performance tracking, AI-generated review drafts, and internal ācareer scoresā that rate your engagement, tone, and potential based on Slack replies, project velocity, and how āteam player-yā you sound in surveys.
(And yes, this is realā¦platforms like Workday and Rippling are already scoring employees under the guise of performance insights.)
But if they're measuring you, you might as well measure them back, right?

š REALITY CHECK
āOnly 35% of employees strongly agree that performance reviews are fair and helpful.ā
(Workplace Trends, 2024)
So yeah - your odds are better at a Vegas blackjack table.
Letās turn this into a power grab.
Hereās how to walk in with strategy and walk out with leverage.
š ļø TACTICAL TIPS: How to Win Your Review
This isn't your first rodeo, and it wonāt be your last.
Smile.
Nod.
Get judged on āenergy.ā
Maybe get a raise. Maybe get gaslit?
Not this time.
Weāre making damn sure your impact gets seen.
ā¦ļøMission: Transform Your Review into an Opportunity for Growthā¦ļø
1. Make Invisible Work⦠Visible
Situation:
Youāre doing the emotional labor, the behind-the-scenes fixes, the extra Slack support, the training, the āIāll just do it so itās right.ā
And yet, none of that shows up in dashboards, KPIs, or performance metrics.
This is called āinvisible workā and itās rarely rewarded unless itās framed as strategic value.
If you want it to count, you have to make it count out loud.
Steal This Line:
āIāve also been supporting [X behind-the-scenes effort], which has helped the team [Y impact]. Iād love to explore how that type of contribution fits into the broader performance picture.ā
Why It Works:
This repositions āinvisibleā contributions as measurable impact. Research shows, promotability is often tied to perceived influence, not effort.
Invisible work disproportionately falls on conscientious, high-performing employees and itās often assumed, not appreciated.
By naming it and connecting it to a team win or a business outcome, you shift from āextra helpā to āstrategic contributor.ā
šļø Pro Tip:
Before your review, list 2ā3 invisible efforts you regularly take on, like training a teammate, smoothing interdepartmental handoffs, or fixing broken workflows.
Attach a tangible impact - did it save time? Prevent escalation? Boost delivery?
Then plug it in during your review using āimpact-firstā language (e.g., āto reduce delays,ā āto streamline X,ā āto support onboardingā).
2. Steer the Narrative Before They Fill in the Blanks
Situation:
When you donāt actively manage the narrative, managers fill in the blanks with bias, vague impressions, or whoeverās voice was loudest in the room. If you donāt steer how youāre seen and where you want to go, someone else will do it for you.
Spoiler: it wonāt be nearly as flattering.
This is your chance to signal: āIām invested and Iām done letting my career be summarized by someone else.ā
Steal This Line:
āLooking ahead, Iām really interested in growing into [insert skill set or role]. What would I need to demonstrate in the next 6ā12 months to move in that direction?ā
Why It Works:
This reframes the review from a passive assessment to a strategic planning session. If you express clear career aspirations and request guidance on how to get there, you are more likely to receive development opportunities and more likely to be retained long-term.
It also combats the common leadership blind spot of ātalent hoardingā, where managers undervalue or overlook high-potential employees simply because theyāre not broadcasting future goals.
šļø Pro Tip:
Pick a goal that aligns with a cross-functional skill (like stakeholder alignment, technical mentorship, or process ownership). This shows you're thinking beyond your current role and makes your growth beneficial to multiple teams, not just your boss.
šļø Think your review went sideways because of what you said?
Donāt guess, get the exact phrases to avoid (and what to say instead).
Grab the full What NOT to Say in Your Review Cheat Sheet below.
|
š¦ Subscriber Story Spotlight

š¬ Real Talk
Youāre not wrong, you were blindsided by a manager who skipped the actual metrics and came in with gossip.
He shouldāve reviewed your KPIs, provided clear examples, and shown up prepared. Moving forward, send a calm follow-up outlining what you accomplished and document everything.
We see you.
Weāve been you.
And we built this newsletter specifically for you to dismantle that kind of dysfunction.
š£ļø Want to tell your story?
We feature real ones every week, yours could be next.
And just when you think it canāt get more unhinged, drum roll, pleaseā¦.

š© You Canāt Make This Sh*t Up
In the 1980s, GEās Jack Welch made managers stack rank employees:
Top 20% got rewarded
Middle 70% got pushed
Bottom 10% got fired - every year
Oh, and companies like Amazon and Enron kept using this method long after it was widely condemned, claiming it ādrove performance.ā
ā”ļø Before you go, you can see weāve been experimenting with new sections, fresh formats, and more in depth tips to help you outsmart the system (with snark, of course). But we donāt want to yell into the void.
What did you think of this weekās issue? |
We read every single email. So if youāve got feedback, praise, or a performance review for us - send it to [[email protected]]
šÆ FINAL WORD
š® Next Week: Work Less. Earn More. No, Seriously.
What if the smartest career move isnāt climbing the ladder, itās sidestepping it entirely?
Why working less might be your most powerful move yet.
ā”Would you take a role like that if it paid the same or more? |
Thatās all for this week, legends. š
š P.S.
If nobodyās told you today:
Youāre doing better than the system deserves.
Youāre surviving something that wasnāt designed to sustain you.
And thatās not failure.
Thatās power.
š£ Know someone who got blindsided by a performance review they didnāt see coming?
Forward this like your work BFF just messaged,
āHeads up - your review was written three weeks ago.ā