The Age of the Never-Ending Performance Review
More frequent performance feedback is a good thing. Just don&#x27;t think for a second that it changes the nature of the employer-employee relationship.<p>The employer wants: best work at the lowest price.
The employee wants: to do best work (hopefully) at the highest price.<p>That tension in price comes into play in all the big (hiring, raises, promotions, bonuses) moments of this relationship and the deck is mostly stacked against the employee.<p>What&#x27;s an employee to do? Get leverage. And when i say get, I mean earn it (because you work hard and smart and are killing it at work) and show it (be savvy). You need to track every instance of your good work, every demonstration of your value to the company. You need to know what form your performance feedback will take (quick meeting? annual review? panel?) and be ready with all the ammo&#x2F;leverage&#x2F;savvy&#x2F;whatever you want to call it. You have to be able to show what you&#x27;re worth, what the company loses by losing you (loss aversion works on your boss too) and all that.