Are Your Performance Reviews Killing Engagement? 7 Tips to Create a Win-Win!

When was the last time you looked forward to a performance review? If you hesitated to answer, you’re not alone. Some of the reactions we hear are dread, anxiety, panic, and fear. These reactions come from both the receiver and those who give the reviews.

For many, performance reviews bring a sense of dread, anxiety, or even defensiveness. But what if we could shift that perspective? Last week, we facilitated two virtual sessions for a great client that focused on performance reviews that motivate. It was refreshing to see an organization prioritize a topic that often gets overlooked—not just reviewing performance but doing so in a way that inspires growth! It was also refreshing to see how these conversations inspired the team! Thank you for investing in your people and providing them with tools to make these conversations successful.

The Typical Reactions to Performance Reviews

• Some employees who have strong relationships with their leaders and an open, coachable mindset may welcome the feedback. This can be an opportunity to level up, work towards new goals, and create a collaborative conversation.
• Others may resist or fear the conversation, particularly if they’ve had negative past experiences or lack trust in their manager. They can be incredibly demoralizing and demotivating and create high levels of disengagement.
• Some view performance reviews as just another checkbox on the corporate to-do list, lacking empathy, care, impact, clarity, or direction.

As leaders, we have a responsibility to redefine this experience. The best performance reviews should be a two-way dialogue, not a one-way critique! They should foster continuous growth, build trust, and create a culture where feedback is valued—not feared!

Growth Mindset vs. Fixed Mindset in Performance Reviews

Our mindset is one of the biggest factors in how we GIVE & RECEIVE feedback! A great read on mindset: by Carol Dweck

• Growth Mindset: Belief that skills and intelligence can be developed through effort and learning. Open to learning. Realizing that growth is a journey, not a destination!
• Fixed Mindset: The belief that abilities are static and cannot be changed. We may feel we have accomplished great skills and may not need to improve. Another common belief is the limiting belief that "I am not good at X" or "I'm not a technical person; I'll never be good at X."

Employees with a growth mindset see feedback as an opportunity. Those with a fixed mindset may take it personally or feel threatened by it. As leaders, we need to model a growth mindset in our reviews—helping employees see feedback as fuel for improvement rather than a final judgment.

This applies beyond the workplace. As someone constantly refining my approach to fitness, nutrition, and performance, I know firsthand that feedback—whether from my executive coach, my survey results or 360-degree feedback, or data from my WHOOP (fitness wearable)—is essential for progress. I've sought out books, coaches, mentors and self-assessments to work on my skills and improve in specific areas. The same principles apply in business. We must measure, assess, adjust, and stay open to learning to grow.

7 Ways to Create a Culture of Continuous Feedback

Often leaders hesitate to conduct performance reviews or only have them once or twice a year, leading to surprises, frustration, and missed opportunities for development. Instead, leaders should be proactive and intentional about fostering a feedback culture all year long. It starts with building a STRONG relationship with your directs and creating a psychologically safe environment that removes defensiveness.

Here are my top 7 tips to ensure performance reviews are a win-win:

1.Make Feedback Ongoing – Don’t wait for mid-year or annual reviews. Regular check-ins keep employees engaged and eliminate surprises. (Set weekly or biweekly conversations. These can be brief virtual calls or a quick coffee chat).

2.Set Clear Expectations from the Start - Employees need to know what success looks like. Align on expectations early and revisit them often. Employees are not mind readers. Share your expectations and be open to your employees' challenges. Are you truly providing them with all the tools to succeed and be their best? Are you removing obstacles that get in the way of doing great work?

3. Use the Dale Carnegie’s Principles – Start with appreciation and encouragement. Avoid criticism that feels personal. Guide employees toward improvement in a way that builds confidence. (send me a direct message for the PDF)

4. Encourage Self-Reflection—Have employees assess their own performance first. This fosters accountability and shifts the conversation from evaluation to growth. Often, the employee will be fully aware of where their performance has been lacking or where they have struggled.

5. Frame Feedback as a Partnership – Instead of "Here’s what you need to fix," shift the language to "Let’s work together on strengthening this area." Ask "What can I do to support you and to improve in this area?"

6. Recognize and Reinforce Strengths – People thrive when they feel seen and valued. Acknowledge what they’re doing well and use that as a foundation for growth.

7. Be Honest but Supportive – Constructive feedback is necessary, but it should always come with a plan to support improvement. Don't just highlight gaps—offer solutions. Employees will be demoralized if you highlight their weaknesses and do not show them or provide tools to improve in those areas.

The Data on Feedback and Engagement

• Regular Feedback and Employee Engagement: Employees who receive meaningful feedback are significantly more engaged. (GALLUP)
• Feedback Culture and Organizational Outcomes: Companies that implement continuous performance feedback are 44% better at talent retention than their counterparts. Great data from Select Software Reviews here
• Positive Feedback and Motivation: Employees who receive recognition from management are 69% more likely to do better work. Employee Productivity Stats here

Closing thoughts....

Ask yourself:

• Do I create an environment where feedback is welcomed or feared? (psychological safety)
• Am I fostering a growth mindset in my team? (Am I truly modeling this mindset and open to feedback and growth myself?)
• How can I make performance reviews more motivating?

Let’s shift the way we think about feedback—because when done well, performance reviews don’t just measure progress, they inspire it.

I would love to hear your thoughts and add tips or strategies. How do you approach feedback in your organization? What have you seen current or past leaders do well? Please share with a colleague or friend who might benefit from some tips or this reinforced what they as a leader do well! #leadership #performancereviews #highperformingteams #culturematters #management