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Don't ask me to embarrass myself
Or: Please Lucy, stop asking me to kick the football.
The performance feedback is the bureaucratic motions needed to tick a box so that a manager can quantitatively say “yeah, this person deserves an uplevel.” The real criteria is vibes and the professional relationship between EM and IC. Most companies don’t treat performance reviews with the grave seriousness that it deserves: if you yank your employees around with their career progression, they’ll feel cheated and (sooner or later) leave. My dad used to have a saying that he’d repeat like a broken record: “Never play another man’s game.” I don’t think you can get through life being an ideological purist with that philosophy, but as a heuristic for what’s going to pay off, it’s not a bad rule of thumb.
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