Our Approach to Performance Reviews

No Surprises Policy: We believe that performance reviews should not bring any surprises. This is achieved through reviewing the status monthly, during a dedicated one-on-one session, with team members, where we discuss role expectations, current performance, and any gaps. This continuous dialogue ensures that all feedback, particularly negative, has already been addressed before the formal review, making the process a recap of what had been discussed over the last few months.

Preparation and Understanding: On the day of the performance review, previous discussion notes are reviewed to ensure both parties are aligned. This step is crucial to avoid misunderstandings and set the stage for a constructive conversation, particularly when the feedback points to areas needing improvement.

How to Bounce Back from a Negative Performance Review

While managers at Agoda are trained to deliver feedback constructively, receiving a negative review can still be challenging. However, it’s an opportunity for growth if approached with the right mindset and strategies. Here’s how employees can turn a negative review into a positive development:

1. Absorb and Reflect on the Feedback

It’s important to listen to the feedback without becoming defensive. Reflect on the points raised, identify areas for improvement, and consider how they align with your own self-assessment. This reflection is the first step toward constructive action.

2. Create a Personal Development Plan

Develop a structured personal development plan that outlines the skills or behaviors needing improvement, the resources available, and a timeline for achieving your goals. Your development plan should include regular check-ins with your manager to ensure progress and maintain accountability.

Agoda supports this process by offering a variety of development resources tailored to different learning styles, including hands-on projects and theoretical learning.

3. Maintain Open Communication

Regular communication with your manager is key to staying on track. Use these meetings to discuss your progress, seek additional feedback, and make any necessary adjustments to your development plan. This ongoing dialogue helps build trust and ensures that you are continually moving forward.

4. Adopt a Growth Mindset

Viewing a negative review as a learning opportunity is crucial. At Agoda, we encourage a growth mindset, where challenges are seen as an opportunity to develop new skills and improve performance. Embrace this mindset to turn the feedback into a powerful driver of your personal and professional growth.

Managerial Perspective: Supporting Employee Growth After a Negative Review

From a managerial standpoint, supporting an employee through a negative review involves more than just delivering feedback. It’s about helping them navigate the aftermath and come out stronger.

Extended Time for Discussion

When delivering a negative performance review, we allocate extra time to ensure the conversation is thorough and constructive. The aim is for both parties to leave the discussion with a clear plan and a positive outlook, even in the face of criticism. Preparation includes actionable steps for improvement and realignment of expectations if recent performance was low.

Setting SMART Goals

At Agoda, we provide clear guidelines for each engineering role that outline the expected behaviors and achievements necessary for advancement to the next level. These guidelines serve as a useful tool for discussions with team members about areas where they can improve. Together, we set SMART goals that involve measurable and specific actions.

For example, this could involve consistently achieving a certain number of story points or reducing the number of review rounds needed before their code is ready to merge. My aim is to ensure that these improvements extend beyond merely meeting the minimum requirements for the next performance review. It’s essential that these goals are viewed as fair and achievable by all engineers, promoting genuine growth and development.

Managerial Support

I follow up with engineers through weekly or bi-weekly one-on-ones to gauge progress on these goals. It’s a chance for engineers to seek further guidance and show their dedication to personal growth. I ensure these meetings are seen as a platform for open dialogue, where engineers can voice concerns and recalibrate their goals if necessary.

Continuous Feedback and Communication

Effective feedback, whether positive or negative, is based on clear facts and specific instances. Regular updates on progress, discussions about actions taken, and addressing motivational issues are all part of maintaining clear and supportive communication. When an engineer is preparing for a presentation, I help review not only the content but also the form and delivery of the message. It is also essential to balance positive and negative feedback.

When success occurs, as little as it may be, I try to celebrate it. On the other hand, when something doesn’t work as expected, or an issue occurs, we keep our ego and blame behind us. At Agoda, we foster a safe and no-blame environment. Moreover, we embrace mistakes and failures. We see them as opportunities to learn and grow.

Utilizing Development Resources

Tailoring development resources to fit each engineer’s preferred learning style is crucial. Whether hands-on projects, theoretical learning, or a blend of both, I help engineers plan and execute a learning path that best suits their goals and current skills.

Encouraging a Growth Mindset

Engineers at Agoda are encouraged to view their career trajectories as dynamic paths. We recognize different motivation levels and provide appropriate support, ensuring that everyone has the tools and encouragement to excel regardless of their initial motivation.

Success Story

In my experience, I had an engineer on the team who initially found it challenging to contribute to team projects effectively. We worked together to identify the root causes—unfamiliarity with the Linux operating system and discomfort with a new programming language stack—we were able to develop a customized learning plan through a series of one-on-one discussions.

This plan began with foundational topics and progressively tackled more complex aspects over a year. Remarkably, within just a few months, we observed a notable improvement in both the quality of their work and their confidence during team meetings. Four years on, this engineer is now a vital contributor to their team, showcasing the power of effective support and tailored development plans.

Our approach at Agoda to managing performance reviews and supporting our engineers combines structured feedback with robust support systems. By fostering an environment of open communication, continuous learning, and precise goal setting, we help our engineers not only bounce back from setbacks but also thrive and advance in their careers.

About the Author

Cedric Rochefolle is an Engineering Manager at Agoda