In July, I received a mid-year evaluation indicating room for improvement, with a rating of 2 out of 5 on the scale. My goal is to achieve an outstanding rating by this time next year. Here are the areas my manager provided feedback on for improvement:
He is a college hire, so he is a very junior developer. He is an enthusiastic member of the team and seems eager to make contributions. He has struggled to learn the fundamental skills required for the job (programming, database, web development). He will need to improve upon these skills in order to make contributions to the team with little assistance from his peers.
This feedback is quite high-level, but here are the 2 overall improvement areas I've extracted from it:
There's a couple tactics here:
When it comes to learning a new tech stack/codebase, I recommend Taro's most viewed resource of all time: "What is the effective way to understand new repository in order to make the required changes in that repo?"
There's a couple reasons why you might not be perceived as sufficiently independent (both of which I've seen a lot from junior engineers):
I'm happy to provide more specific advice, but I'll need more information on what kinds of interactions your manager's concerned with. Are any of the following true?
Anyways, I'm really rooting for you to get that "Outstanding" rating next cycle - Please keep asking questions into Taro as issues come up!
Hi! Thank you so much for reaching out on Taro!
Alex put it well, and there isn't much more to be said initially.
I will try to add some additional value here:
Based on the feedback you received, it seems a bit too ambiguous. This is a complete guess, but I have feeling it is due to lack of information about you and your work. When it comes to improving based on feedback from your manager, one crucial aspect is to take charge of your own progress assessment. Your manager might not have visibility into every facet of your work, so it's up to you and your coworkers to accurately represent your contributions. Actively communicate your achievements and challenges, as this empowers your manager to provide more precise and valuable feedback. This collaborative approach ensures that the feedback you receive aligns better with your actual performance and helps you grow more effectively.
I hope you find this helpful!
Amanuel brings up an excellent point about the visibility of work - I have seen so many engineers land great impact, but they're terrible at fully sharing that so they're perceived as low performers.
Here's some excellent resources to help with this: