No One Likes Surprises in Performance Reviews - What Great Leaders Do Instead

Written By Berlin Streif

Before the Review: Prepare with Purposefulness

  • Clarify intent: Frame the review as a growth conversation, not a judgment.

  • Support with tangible examples: Focus on observable behaviors and outcomes.

  • Set expectations: Share the agenda in advance to reduce anxiety and build trust.

 

During the Review: Communicate with Straightforwardness

  • Lead with recognition: Acknowledge contributions and strengths.

  • Deliver actionable feedback: Provide strategic direction on areas to amplify, refine, or rethink.

  • Be specific: Replace generalizations with concrete examples, not hearsay.

  • Invite reflection: Ask open-ended questions to encourage ownership.

  • Align on goals: Mutually establish next steps that are clear and measurable.

 

After the Review: Reinforce and Support

  • Document key points: Summarize outcomes and commitments.

  • Follow up consistently: Schedule reoccurring check-ins to track progress.

  • Celebrate growth: Recognize improvements to sustain momentum.

 

HR Method can help companies build frameworks that support development, retention, and recognition.

Berlin Streif
Previous

Hiring Beyond the Resume