Name: How To Maximize Your Peer Feedback Impact And Build Stronger Relationships
Uploaded: 2022-07-31T23:42:11+00:00
Duration: 2 min 34 s
Description: Like everything else in life, peer feedback follows The Golden Rule: If you want good feedback from your peers, you shou

How To Maximize Your Peer Feedback Impact And Build Stronger Relationships

- Like everything else in life, peer feedback follows The Golden Rule: If you want good feedback from your peers, you should write good feedback for them.
- If a peer feedback request doesn't have a specific ask, proactively ask your peers what they want your feedback to focus on. This really shows your peers that you care deeply about them as performance review is such a core part of every employee's life.
- Writing very powerful, salient feedback for your peers on this crucial stage of performance review is one of the effective ways to build immense social capital.

Like everything else in life, peer feedback follows The Golden Rule: If you want good feedback from your peers, you shou

Alex worked at PayPal and then as a tech lead across Course Hero, Meta, and Robinhood. He's now building Taro, empowering software engineers to be happier and more effective.

There's more to working in tech than just shipping software. It's vital for your career to build deep professional relationships and make real friends at work, especially if you're looking to grow to senior levels.

This is an absolutely vital process for any employee in tech to understand, especially in a world of stack-ranking and layoffs.

[Masterclass] How To Navigate Your Performance Review In Tech

The slides provide a great high-level overview of the entire session for your notes, so here's our Top 5 thoughts that aren't entirely in the slides:

- Not deeply understanding your company's performance review cycle is job suicide, especially in the current age of layoffs and stack-rank (the latter being perennial).
- If you're truly working at a top company, you shouldn't be promoted to the next level unless you have been functioning there for at least 3-6 months. Companies that don't do this tend to promote due to raw experience and have many incompetent people at senior+ levels.
- Always have a plan for your performance review, even if your goal is just to be average and survive. Work with your manager at the beginning of every cycle to create a clear and living expectations document.
- Be very deliberate about the peers you want leaving feedback for you on your performance review. Assemble that cast at the beginning of the cycle and start building those deep 1 on 1 relationships once you have done that.
- When you are asked to leave constructive feedback for a peer, flip the question from *"What did they do poorly?"* to *"How can they expand their scope?"*. This will become easier as you reach an L5 (senior) level and more deeply understand what each engineering level means.

Related resources:

- [\[Masterclass\] What Software Engineers Should Look For In Their Engineering Manager](https://www.jointaro.com/lesson/oeY7ncZhzJ5NO6dij5e7/masterclass-what-software-engineers-should-look-for-in-their-engineering-manager/)
- [\[Masterclass\] How To Get Promoted Faster In Tech](https://www.jointaro.com/lesson/W730BOdrfAIXAEVd8HUf/masterclass-how-to-get-promoted-faster-in-tech/)
- [\[Masterclass\] How To Have Impactful 1:1 Meetings](https://www.jointaro.com/lesson/FEK6JZqW2Jg3rdN9yeGn/masterclass-how-to-have-impactful-1-on-1-meetings/)
- [Presentation Slides](https://docs.google.com/presentation/d/142PsWRJ-fmdP42CrFpR0VD64L1qFP-6nPTmjk5g1DKM/edit?usp=sharing)