The Shock That Catches Many Executives Off Guard
You’ve worked hard for your promotion. Years of consistently strong performance. Glowing reviews. Recognition from your boss and peers.
Then, after stepping into your new executive role, your first performance review comes back.
“Meets expectations.”
Not “exceeds.” Not “outstanding.” Just “meets.”
For someone used to being at the top of the scale, it feels like a punch in the gut. You start asking yourself:
- Have I lost my edge?
- Am I under performing?
- Did I make a mistake taking this role?
Here’s the truth: you didn’t fail. You didn’t suddenly forget how to lead. What you’re experiencing is one of the most common — and least talked about — parts of career growth.
Why Executive Promotions Change the Rules
For most of your career, the formula has been simple: do great work, stand out from your peers, get promoted.
At analyst, specialist, and manager levels, the game is mostly about functional excellence. If you’re the best in your function, your boss has the discretion to reward you.
But when you step into senior leadership — Director, VP, or enterprise-level roles — the game changes.
Here’s why:
- You’re no longer evaluated locally. Before, you were compared to peers on your team. Now you’re compared against everyone at your new level across the enterprise.
- The job isn’t just “bigger” — it’s different. A promotion at this stage means shifting from functional to enterprise impact.
- Your boss isn’t the only decision-maker. Performance ratings are now calibrated across leadership teams, making it harder to stand out.
That’s why most first-year leaders end up with a “meets” rating. It’s not personal. It’s structural.
The Emotional Dip That Follows
Even if you intellectually understand the change, the first “meets” can sting.
- You’ve built your identity around being the top performer.
- You’re used to being recognized as “outstanding”.
- You’ve trained yourself to believe that exceeding expectations is the definition of success.
So when the rating drops, even temporarily, it can trigger doubt. Some executives even start self-sabotaging — working harder, micromanaging, or chasing short-term wins to “prove” they deserve the role.
But here’s the reality: chasing “outstanding” in your first year after a promotion is usually the wrong goal.
Why “Meets” Is Okay
Let’s reframe this.
When you’re promoted into senior leadership, your first year is less about proving you’re the best and more about succeeding at a new game. Here’s why “meets” is okay:
- It gives you breathing room. You’re not expected to be the best in the enterprise after 6 months. A “meets” rating gives you space to understand the dynamics without the pressure of immediate perfection.
- It signals normal calibration. Leadership teams expect new Directors or VPs to take time to ramp. A “meets” in year one isn’t a red flag — it’s the norm.
- It sets you up for growth in year 2. Once you’ve built credibility, relationships, and enterprise-level skills, then you’re positioned to climb back to “exceeds.”
In other words: “meets” isn’t a setback. It can be a foundation.
How to Handle Your First “Meets” Rating
So what should you do if you’re facing your first “meets” after a promotion?
1. Don’t Take It Personally
Recognize that it’s a systemic reality, not a reflection of failure. If you’ve consistently been a strong performer, one year of “meets” doesn’t erase that.
2. Shift Your Definition of Success
Instead of chasing an immediate “outstanding,” focus on:
- Building cross-functional relationships
- Learning how enterprise decisions are made
- Understanding the broader scope of your role
These are the real markers of success in year one.
3. Use the Year to Learn
Ask questions. Watch how senior leaders operate. Pay attention to the political dynamics.
Your goal is to absorb, not outperform.
4. Communicate Progress
Share updates with your boss that show you’re learning, building credibility, and tackling challenges. Don’t frame everything as a “win” — frame it as progress.
5. Plan for the Long Game
Success at senior levels is measured in years, not months. A “meets” in year one, followed by steady growth, puts you on the right trajectory for long-term leadership.
The Big Lesson
Your first year after an executive promotion isn’t about proving you’re still the best. It’s about proving you can operate at the enterprise level and set yourself up for sustainable success.
So what do you do if your review says “meets expectations”? Don’t panic. Don’t overcompensate.
Take it as a sign you’re where you should be.
NOTE FROM DREW
Here’s something I want you to remember:
Career growth isn’t a straight line. It’s a series of ramps, plateaus, and accelerations.
When you get an executive promotion, the first year is often a plateau. You’re absorbing, learning, and building new muscles. The acceleration comes in year 2 and beyond.
So don’t let a “meets” rating shake your confidence. Let it ground you in the reality that growth takes time — and that you’re playing the long game.
And if you’d like support while you make that transition, I’d love to invite you to join our community free for 7 days.
It’s where tech leaders and professionals share the real stories behind career growth, and learn the strategies that turn “meets” into long-term success.
