Performance reviews serve as the formalized mechanism for evaluating employee contribution and determining career trajectory within large technology organizations. For Amazon, this evaluation is a structured process centered on the “Meets Expectations” (MET) rating, which establishes the baseline standard against which all employees are measured. Understanding what the MET rating signifies and how it is assigned is paramount for navigating a career within the company, as it is the foundation for continued employment and progression.
Defining the “Meets Expectations” (MET) Rating
The “Meets Expectations” (MET) rating represents the fully successful performance level within Amazon’s performance management framework. This designation confirms the employee is a competent and valuable contributor who consistently delivers against all established goals, job requirements, and quality standards throughout the review period. The rating signifies the employee is operating at the expected proficiency level for their role, reflecting not only what was accomplished but also the satisfactory adherence to the company’s cultural norms and operational standards.
The Amazon Performance Review Process
The formal assignment of a MET rating occurs through a structured performance review process, typically operating on an annual or semi-annual cadence. The cycle begins with the employee submitting a detailed self-assessment documenting their achievements and growth over the preceding months. The manager then compiles a comprehensive review of the employee’s performance and overall impact on business objectives. A fundamental component of the process is the calibration session, where managers meet in groups to discuss and standardize ratings across different teams and departments to ensure fairness and consistency.
The Role of Amazon’s Leadership Principles
Performance evaluation at Amazon equally weighs the delivery of results with the demonstration of the company’s Leadership Principles (LPs). Achieving a MET rating requires an employee to prove not only what they achieved in terms of quantifiable business outcomes but also how they conducted their work in alignment with these defined principles. There are currently 16 Leadership Principles, such as “Customer Obsession,” “Ownership,” and “Bias for Action,” which serve as the behavioral rubric for every role. Managers are tasked with providing evidence and anecdotes illustrating the employee’s success or failure in applying these LPs. The core of the performance narrative is built around these principles, as an employee can deliver all project goals but still fall short of MET if their approach violates the guiding LPs.
Implications of a MET Rating
Receiving the MET designation carries several direct, tangible implications for an employee’s career and compensation. This rating confirms the employee’s eligibility for standard, merit-based compensation adjustments, including annual salary increases, performance bonuses, and the continuation of stock vesting schedules. Crucially, a MET rating confirms job security and maintains the employee’s standing for internal mobility, making them eligible for lateral transfers or moves to different teams. While MET signifies a fully successful performance, the path to advancement often relies on evidence that pushes into the next tier of performance.
Understanding Other Performance Tiers
The MET rating is situated between two other primary performance designations, providing a necessary context for the entire evaluation system.
Exceeds Expectations
The “Exceeds Expectations” (EE) tier is reserved for a small, select percentage of employees who consistently deliver an impact far greater than their expected role requirements. These individuals drive outsized business results, demonstrate exceptional leadership qualities, and operate with a scope and complexity typically associated with a higher job level. Earning this top rating often results in the highest compensation adjustments and makes the employee a prime candidate for immediate promotion consideration.
Needs Improvement
The “Needs Improvement” (NI) rating is the designation below MET, signaling that an employee is not consistently meeting the required performance standards of their role. Receiving this rating is a serious indication of performance issues and typically triggers a formalized corrective action plan, often referred to as a Performance Improvement Plan (PIP). This tier is intended to provide a structured path for the employee to return to the MET standard within a specified period.
Strategies for Consistently Meeting Expectations
Consistently achieving the MET rating requires proactive management of one’s career narrative and performance visibility. A foundational strategy involves rigorous, proactive documentation of achievements throughout the year, rather than relying on memory during the review cycle. Employees should maintain a running log of specific actions, project outcomes, and positive feedback, ensuring each entry can be mapped directly to one or more Leadership Principles. Actively seeking regular, candid feedback from managers and peers is another way to ensure alignment with expectations and address any performance gaps before they become significant. Managing up is also a practical strategy, which means clearly communicating progress, risks, and resource needs to the manager on a timely basis.