The Performance Review That Was Written Before You Walked In

Performance reviews are supposed to be about growth. That is the story, at least. An honest conversation about your contributions, your progress, and your future at the company. A chance to celebrate what you did well and to align on where you can improve.

In reality, they are usually just a carefully scripted performance of their own. And the ending has already been decided before you even sit down.

The Script You Cannot Escape

If you have been through enough of these, you start to notice the pattern. You spend hours writing your self review, listing projects, accomplishments, and all the times you went above and beyond. You even rehearse how to bring up that raise or promotion they have been dangling.

Then you walk into the meeting. And within five minutes, you realize the decision was made weeks ago. Your manager is not “evaluating” you. They are reading a prewritten script.

The phrases are always the same.

• “You have made good progress, but there is still room to grow.”
• “We really value your contributions, but we need more consistency.”
• “This is a strong foundation for the future.”

Translation: we already decided there is no raise, no promotion, and no recognition this cycle.

The Goalposts That Never Stay Still

The worst part is how the expectations shift every single time. Last quarter, the goal was to deliver X project. You delivered it. This quarter, suddenly that does not count. Now it is about “cross functional impact” or “leadership presence.” And when you nail that, it becomes something else entirely.

It is a rigged game. No matter how well you play, the rules change as soon as you start winning.

The Power of Vagueness

The genius of the corporate performance review is how vague everything is. “Needs more impact.” “Stronger communication.” “Greater ownership.” These words sound serious but mean absolutely nothing. They are impossible to measure, impossible to challenge, and impossible to ever truly achieve.

Vague feedback is not an accident. It is a shield. A way to keep you working harder without ever having to reward you.

The Morale Killer

Everyone knows it. That is the worst part. The moment you leave the meeting, you talk to your coworkers and realise you all got the same phrases, the same “next time,” the same promises of “soon.” And everyone walks away more deflated than before.

Instead of motivation, performance reviews become demoralization. Instead of growth, they create resentment. Instead of clarity, they breed confusion.

And the company calls it progress.

The Moral

If your company truly valued performance reviews, they would be about action. Concrete goals. Clear outcomes. Real commitments.

But when the review is just a formality with the ending already written, it is not feedback. It is theatre.

So do not put your self worth in their scripts. Document your wins, but know that your real performance review is happening outside that room. It is in the interviews you take, the offers you get, and the opportunities you create for yourself.

Because the truth is simple: if they really wanted to reward you, they already would have.