I’ll never forget the review conversation that shifted my entire perspective. I had spent the year going above and beyond, leading two key projects, and building initiatives that drove measurable results. I was ready, armed with data, and hoping to finally get the recognition – and promotion – I felt I had earned.
The meeting started on a positive note. My manager, Jamie, acknowledged my work ethic and mentioned that he appreciated my commitment. But then, things took an unexpected turn.
“I want to highlight your growth areas as well,” Jamie continued, “especially in terms of visibility and impact. Some stakeholders feel they aren’t fully aware of your work, which is something I’d like us to work on next year.”
I was stunned. Here I was, running multiple projects, keeping everything moving, and yet somehow my efforts weren’t “visible” enough? Jamie’s feedback felt like a code word for not showing up to events after work or not socializing as much as some of my peers. But I didn’t let it faze me. Instead, I took a deep breath and gently reminded him of the impact my work had on the team and the measurable improvements I had led.
I said, “I’m glad you brought that up, Jamie. I’d love to discuss how my contributions this year, like leading Project X, resulted in a 20% efficiency increase. In fact, I’ve documented the feedback from key stakeholders on the impact of my work.” I then slid a printed copy of my performance highlights across the table. “Visibility is important, and I want to make sure we’re aligned on the visibility that my results already demonstrate.”
Jamie looked a bit taken aback but nodded, flipping through the document. I could tell he was processing my words and my approach. By standing firm in my accomplishments without appearing defensive, I was able to redirect the conversation back to my value.
The Lesson: Performance reviews can feel like walking a tightrope for Black professionals. It’s easy for feedback to veer into vague or coded language that may ignore the actual results of your work. But these conversations also present an opportunity to assert your value. When you come prepared, confidently pointing to specific achievements, you can guide the discussion to focus on your contributions rather than nebulous “growth areas.”
Practical Takeaway: Preparation is key. Before your review, document your accomplishments and results in a way that’s clear and measurable. Create a brief report or presentation if needed, showcasing your impact and any positive feedback received throughout the year. If your manager provides feedback that doesn’t align with your work, calmly refer back to your achievements, steering the conversation toward your results.
Remember, self-advocacy in a review isn’t about downplaying your growth areas – it’s about ensuring that your hard work is acknowledged, respected, and rewarded.
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