Too many leaders make the mistake of conducting ONLY annual performance reviews.

Their reviews are little more than a laundry list of things that went right and wrong. The employee may not remember what happened.

These performance reviews are likely to be viewed as being conducted solely for the purpose of deciding the amount of a raise or a promotion.

The once or twice a year approach tends to be out of touch on daily wins and challenges.

The specific events cited may have happened so long ago that the employee may not remember it. Even worse, the event may have been a misunderstanding between the management team and the employee which was never discussed or cleared up. These reviews drive a wedge between employees and the leadership team. They do not foster engagement. 


Infrequent communication is a recipe for misunderstanding.

An unfair performance review may motivate some employees to restart their job search. Few employees truly perform poorly through the entire year. If they do, the leader has failed to do their job!

Performance problems are up to the leadership team to resolve and to do it quickly! It is up to you to boost the employee’s performance through training, coaching, mentoring or move them to job where they can excel.

After making a significant effort and not seeing an improvement, you need to let them go. Few things fuel team upset faster than a poor performer who is ignored by management. To avoid these and other problems, give frequent, timely and constructive feedback. 


No one wins when one team member struggles.

Turn your performance reviews into a list of struggles, victories and review the path the two of you (as well as the rest of the team) used to get there.

Establish expectations for the next year with specific milestones, resources and rewards for getting back on track. Providing areas needing improvement and action plans to overcome them shows you are still investing in them and their future with your company.


Don’t wait to improve your team. Keep them on track and performing.

Image source: Thanks to Christina @ for sharing their work on Unsplash.​