Performance reviews are more than a yearly task; they are an opportunity to align, grow, and strengthen trust. When managers prepare thoughtfully and employees come ready to share highlights, challenges, and goals, reviews become meaningful conversations rather than checklists. Regular check-ins, clear feedback, and collaboration help prevent surprises and keep growth on track. By balancing recognition with coaching and following up on next steps, you turn reviews into ongoing partnerships that drive performance and engagement year-round.

Abe: At least annually, but quarterly check-ins lead to better alignment and fewer surprises.

A: Clarity, specificity, and collaboration. Use real examples and invite employee reflection.

A: Review notes from the year, gather feedback from peers or clients, and connect performance to measurable outcomes.

A: Highlights, challenges, and development ideas. Performance reviews should feel like a two-way partnership.

A: Balance recognition with coaching. Lead with what’s working, then explore improvement areas.

A: Not always. When possible, separate pay reviews from performance discussions so the focus stays on growth.

A: Summarize key points in writing, agree on next steps, and revisit progress quarterly.

Quick Win: Use the “3×3 Rule”—three strengths, three opportunities. It keeps feedback concise, balanced, and forward-focused.