HR Insider | What Actually Happens Behind Closed Doors in Performance Reviews

It’s that time of year again...you’ve spent 11 months working toward every metric, every expectation, and asking for feedback along the way. You expected to be ranked at the top relative to your peers.

Then you hear...you met expectations. WHAT?!

The feedback from your manager is vague, and you’re told to try again next year.

I’ve seen this over and over again in my HR career. I’ve sat in countless rooms where employees are being discussed and evaluated. Some managers advocate hard for their people, some do an okay job, and some don’t advocate at all.

And for those of you who have put your blood, sweat, and tears into your work, you’re left asking: what else do I need to do to get a raise or a promotion?

Here’s the part that often doesn’t get said out loud.

Your performance matters, but it’s not the only thing that drives decisions.

And for many BIPOC leaders, there’s an added layer. We were taught to work hard, stay humble, and let the work speak for itself.

That only gets you so far.

From what I’ve seen behind closed doors, there are a few key areas that consistently impact outcomes:

Metrics are the baseline.

If you’re not hitting them, it’s hard to move forward. But if you are, that alone won’t set you apart.

Why this matters: Metrics are the entry point. They determine whether you’re even part of the conversation. If they’re not there, nothing else gets considered. If they are, now you’re being compared to everyone else who is also performing.

Type of work and visibility matter.

High-impact, visible projects and exposure to leaders beyond your direct manager create more people who can speak to your work.

Why this matters: Promotions don’t happen in isolation. They happen in conversations. If only one person knows your work, you’re relying on one voice. The more people who have seen your impact, the more your name comes up with credibility behind it.

Your personal brand matters.

What people know you for, what they say about you when you’re not in the room. If you’re not clear on this, it’s worth asking.

Why this matters: When leaders are looking across a group of strong performers, they don’t have time to dissect every detail. They rely on patterns and reputation. Your brand becomes the shortcut that helps them quickly understand who you are and what you bring.

Relationships matter.

Trust lives in relationships. And relationships influence how people advocate for you when decisions are being made.

Why this matters: People speak up for people they trust. Relationships build that trust over time. Without it, your work can be solid, but it may not be talked about in the rooms that matter.

None of this is about playing politics or being someone you’re not.

It’s about understanding how decisions actually get made and making sure you’re not being overlooked because of what isn’t visible.

I’ve worked across Fortune 500 companies, mid-size organizations, and small businesses. Processes may differ, but these patterns show up again and again.

There are visible expectations, and then there are the invisible ones. Both matter.

This is the type of work I do as a coach. I support BIPOC leaders in navigating their workplace and integrating their identity into how they lead, so they can move forward without leaving parts of themselves behind.

If you’re noticing this in your own experience and want to shift how you’re showing up and being seen, we can explore that together. Schedule a call here