#7 On performance reviews
Why are we looking back at past performance instead of looking forward - and giving continuous feedback on someone's current progress?
The whole HR "performance review" model is entirely flawed.
Why are we looking back at past performance instead of looking forward - and giving continuous feedback on someone's current progress?
The idea of formal "performance reviews" as we know them is mostly unproductive for everyone: the people being “evaluated”, and the manager assessing their past performance.
It creates a culture of fear, judgment, and stagnation - rather than openness, collaboration, and growth.
❌ This is not how humans learn.
❌ This is not how you foster a culture of learning.
❌ This is not how you motivate people to be the best versions of themselves.
Instead of "evaluating" people once a year/quarter, based on their past performance, leaders and managers need to spend a lot more time:
✅ Assessing where their people are together with them (with a genuine interest to help), against clear expectations for the role
✅ Carrying out a simple gap analysis, while being mindful that everyone has strengths and weaknesses
✅ Designing a coaching plan with them, based on the areas they should grow in and where they want to be in the future (e.g. new role, promotion)
✅ Setting goals with them (as part of the plan) and holding them accountable for their own growth
✅ Give feedback every single time you have a chance
✅ Follow up on their development plan regularly. Challenge them. Expose them to new experiences. And believe in your people more than they believe in themselves.
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