If you’ve ever been through a performance review at a tech company, you know the mix of anticipation, nervousness, and excitement that comes with it.
This year marked my fourth annual performance review at Amazon, which we call Forte. I can't believe I'm already on my fourth Forte review!
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Before joining Amazon, I had heard that the performance bar at FAANG companies was exceptionally high, so I was really nervous about my first review. I had come across countless stories of employees being placed on "Focus" or PIP (Performance Improvement Plan), often leading to resignation.
Breaking Down the Review Process
Before I dive deeper into my experience, let me first explain how Forte works. At Amazon, Forte happens once a year, and employees are required to gather feedback from colleagues, stakeholders, managers—essentially anyone they've collaborated with over the past year. Likewise, I also provide feedback for those who request it. Here’s the typical timeline:
November to January – Request and receive feedback
February – Managers finalize Forte summaries
March – Managers release summaries and schedule discussion meetings
All feedback is completely anonymous—once I submit feedback for a colleague, it goes directly to their manager. The manager then determines which feedback to include in the final Forte summary and which to filter out. However, managers can see who submitted feedback for whom.
When I first learned about this process, I was intrigued because it allows employees to pinpoint areas for growth—or in other words, identify skills they need to improve. Since feedback remains anonymous, people are more likely to be candid, and because managers have visibility into who provided the feedback, responses tend to be constructive yet professional.
Why Honest Feedback Matters
Providing honest feedback—especially in person—is one of the hardest things to do. People naturally shy away from difficult conversations. However, Amazon’s Forte process encourages open, detailed, and actionable feedback, helping individuals recognize their strengths and address their weaknesses so they can focus on professional growth and long-term success.
Honest feedback is like a compass—it points you toward areas where you need improvement, even if it’s sometimes uncomfortable to hear.
I also believe this process drives Amazon’s success as a company. When employees grow, the organization thrives. If employees feel stagnant in their careers, innovation slows down.
Amazon has been leveraging this performance review system for years, and I believe it's a key factor behind the company's relentless innovation and leadership in the tech industry.
In a fast-paced environment like Amazon, staying stagnant is not an option. Forte ensures that every employee gets the insights they need to keep evolving.
Final Thoughts: Make the Most of It
When I first joined Amazon mid-year, I had worked with only a handful of colleagues. So, when November arrived, my pool of potential feedback providers was fairly limited.
Credit: Giphy
Now, however, I seek feedback from a much broader group. This allows me to gain a 360-degree perspective on my performance.
Since each person has a unique role and background, they provide feedback from diverse viewpoints and career experiences. This variety of insights helps me grow beyond just software development, pushing me to improve in leadership, communication, and collaboration.
If you ever find yourself in a performance review process like Forte, embrace it! It’s not just about evaluation—it’s an opportunity to level up your skills, gain valuable insights, and accelerate your career growth.
Let’s hear from you. What do you think about performance review process at your company? —do you see it as a challenge, an opportunity, or just another checkbox in the review process?
Originally published at https://mastermentee.com
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