[electricslpnsld]

I wish I had that kind of insight into my ‘performance’ pre-review! I’m at a FAANG right now and given my interactions with my manager alone, I figured I was bombing performance-wise (constant complaints about my work, refuses to acknowledge any accomplishments, super angry at me during one on ones, assigns piles of work that ‘need’ to be done by Monday on Friday at 6pm and then doesn’t even acknowledge the completion of the work next week, ...). Come performance review time on the other hand I’ve had awesome peer reviews, performance ratings, stock refreshes, etc for the past four biannual performance cycles. Given the complete mismatch here between how I feel I’m doing and how my manager treats me, I’m actually pretty happy we have this performance review system in place. Probably just need a new manager...

[AnotherGoodName]

Stop your manager in their tracks next 1:1 and state you have some feedback about how you're feeling here. Start by noting that it's a very stressful time right now and that these concerns are even more important for you. Your manager would likely be hurt if you left and good managers appreciate upwards feedback so that they can correct on their side.

The fact that the performance rating is good means your manager probably is acknowledging the work you do, just not to you. The manager input for ratings is hugely important at the FAANGs, so your manager is clearly telling others you're doing a great job. There's just clearly a gap here between you and her/him in that feedback.

Source: Am a manager at one of the FAANGs. I'm finding that everyone is overthinking every bit of feedback right now. Clearly minor feedback is hard to differentiate compared to major feedback. Likely due to the video communications barrier and that everyone is a little bit more alone with their thoughts. I'm being cautious on delivery because of it. There's also less ad-hoc thank you's and acknowledgements going around due to the remote barriers.

[m0zg]

> Stop your manager in their tracks next 1:1

BAD idea with most managers. Your manager is likely to be vindictive and insecure if confronted like that. Even with peer reviews in place managers have disproportionate influence on your reviews, and promo/comp decisions (something you readily acknowledge). If the manager treats you with disdain, it's almost impossible to fully reverse that - it's just human nature, let alone do so through confrontation.

The best thing is to move on to greener pastures, of which there's vast abundance at any FANG. People can move around easily there by design: that way shitty managers get naturally de-staffed. Anything else is a sunk cost fallacy. Do yourself a favor, and go to a team where you're appreciated, respected, and can work alongside decent people. Do not tolerate this abuse. Otherwise your career will stall, you won't be able to do anything about it, and you'll feel miserable throughout.

Source: been there, done that.

[cbanek]

As just a random internet person, please, let me agree that you need a new manager. Other than yourself, no person has more impact on your job, and if you're taking shit and dong well, you can do so much better.

Also, never forget that your performance is 'capped' by your management chain. While others may see that you are amazing, the best they will be able to do is poach you to their team, but they can't override your manager's feelings about raises, promos, etc.

(I feel like I'm talking to past me, who I really wish I could have told this to earlier.)

[Merrill]

I've heard that its your manager's manager that is important to your career. Your manager can't actually promote you, except by recommending you as their replacement if promoted or transferred. Your manager's manager can either promote you or work a deal with their peers to get you promoted.

If your manager is keeping your performance results from being reflected upwards, you have a problem.

[Ozzie_osman]

Alternatively your manager could proactively give you bits and pieces of that positive feedback without being forced to by a formal, time-consuming process.

[electricslpnsld]

And this is at a company that supposedly prioritizes constant feedback, we even have multiple mandatory training sessions per year on providing fast feedback. Go figure...

[temikus]

Or just talk to them regarding how you feel. I concur with one of the commenters below regarding FAANG - you rarely get good feedback if your manager is not supportive of you.

[Der_Einzige]

Is this Amazon? It sounds like Amazon...