𝐖𝐡𝐚𝐭’𝐬 𝐭𝐡𝐞 𝐩𝐨𝐢𝐧𝐭 𝐨𝐟 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐫𝐞𝐯𝐢𝐞𝐰𝐬?

A leader recently told me he was dreading the upcoming performance management period at his company.

“Too much prep, too many tricky conversations, and forms to fill out". 

It felt like a painful, low-value, imposed exercise

Sound familiar? He’s not alone—many share this sentiment.

But what if we looked at performance reviews differently?

McKinsey’s recent report highlights the tangible benefits for companies that prioritize effective performance management, compared to those that don't:

📈 30% higher revenue growth

🌟 4.2x more likely to outperform their peers

That’s a solid case for rethinking the effort, isn’t it?.

So, what makes performance reviews truly valuable? It’s not about ticking boxes—it’s about creating conversations that get results. 

Here’s how:

1️⃣ 𝐌𝐚𝐤𝐞 𝐢𝐭 𝐨𝐧𝐠𝐨𝐢𝐧𝐠.

Frequent conversations throughout the year reduce year-end stress and help avoid (sometimes bad) surprises.

2️⃣ 𝐆𝐢𝐯𝐞 𝐀𝐍𝐃 𝐫𝐞𝐜𝐞𝐢𝐯𝐞 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤

Feedback isn’t a one-way street, an emotional vent or hearsay. Use factual examples that focus on impact and improvement. Many good feedback models are available.

3️⃣ 𝐁𝐞 𝐩𝐫𝐞𝐬𝐞𝐧𝐭.

Focus fully on the person in front of you. Come prepared, show genuine interest, and don’t rush through the discussion. A 20-mn discussion in between 2 meetings does not fit the bill.

4️⃣ 𝐂𝐥𝐚𝐫𝐢𝐟𝐲 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬.

Ambiguity create miscommunication and frustration, leading to missed opportunities. Clearly defined goals and objectives set the stage for success.

5️⃣ 𝐂𝐨𝐧𝐧𝐞𝐜𝐭 𝐠𝐨𝐚𝐥𝐬 𝐭𝐨 𝐫𝐞𝐚𝐥𝐢𝐭𝐲.

Take the time to link expectations to what the employee is actually experiencing. Explain, break it down, make it relevant. Make the effort. It drives engagement.

6️⃣ 𝐒𝐡𝐨𝐰 𝐠𝐫𝐚𝐭𝐢𝐭𝐮𝐝𝐞.

Recognize and appreciate effort, professionalism, results, good behaviours and engagement. A simple “thank you” does cost much and goes a long way.

❓ Here’s a challenge for leaders:

How is your current approach to performance reviews serving both the long-term growth of your business AND your people?

If the answer is unclear, it’s time to rethink how you do it. I can help you with that.

Performance reviews are a powerful tool for alignment, growth, and connection. That's the point of the exercise.

What would you add to this list? Let’s share ideas for making performance management better—for everyone.