With annual performance reviews upon us, many leaders find themselves facing that familiar mix of formality and discomfort. But what if performance reviews became more like partnerships and less about formal evaluations? Ongoing, consistent meaningful feedback can serve to truly engage your team and help them thrive.
Mastering continuous meaningful feedback (beyond the annual performance review!) requires consistent practice, and the results are transformative. As leaders regularly engage in this approach, what once felt uncomfortable, gradually becomes second nature—evolving into a collaborative exchange that energizes both parties rather than creating tension.
Here are some pro-tips for leaders to support annual performance review conversations and a consistent practice of meaningful feedback.
It’s About People
As a leader, you set the tone. Leadership is about people. In our global and diverse workplace, the exchange of feedback is a powerful driver of engagement and growth. Behind every exchange of feedback are two people who want to be valued, respected and understood. In fact, Gallup surveys show a strong correlation between employee engagement and feeling valued. Engaged employees are more likely to feel respected and recognized, boosting productivity and retention.
Adopt a Coaching Mindset
When you approach feedback as a partnership, where both parties are invested in growth and mutual understanding, you’ll transform these conversations into a unique opportunity to elevate your team by demonstrating everyone is valued, appreciated, empowered, seen and heard.
- Create psychological safety: Feedback focuses on observation, not judgment
- Maintain a growth orientation: Frame feedback as fuel for growth and an opportunity to build on strengths, balancing appreciation and recognition of improvements with opportunities for growth
- Honor cultural differences: Feedback practices vary across cultures. Adjust directness and approach based on cultural preferences
- Ask questions that prompt self-reflection
- Provide accountability without micromanagement
Provide specific and actionable feedback
The most effective feedback is specific and actionable.
- Ensure Use the SBI model: Situation-Behavior-Impact framework keeps feedback objective
- Be specific and evidence-based: Share specific examples that illustrate patterns, not isolated incidents
- Avoid sandwich method: Don’t bury critical feedback between compliments
- Offer specific suggestions, don’t leave someone guessing
Shift from Evaluation to Collaboration
Shift the conversation from evaluation to collaboration. The real magic happens when we turn feedback into development by shifting the conversation from evaluation to collaboration by listening (80%) and speaking and asking powerful questions (20%). The gaps between current performance and future goals create natural development opportunities. Create effective development plans using these best practices:
- Target just 2-3 development areas for meaningful progress
- Identify resources and learning opportunities that match their learning style
- Set micro-milestones and check ins. Break development into small, achievable steps without micromanaging and be sure to celebrate progress
- Make mutual commitments to ensure accountability, clarifying support you’ll provide and what they’ll own
Embrace 360-degree Feedback
360-degree feedback has the potential to transform traditional one-way evaluation into a true partnership where leaders actively seek input from their teams. When leaders demonstrate openness to receiving feedback, they model vulnerability, create psychological safety, and gain invaluable insights about their leadership impact. This two-way street of continuous feedback creates a powerful learning loop—leaders grow from team insights while teams benefit from leader guidance. This collaborative approach signals that everyone—regardless of position—is committed to growth and continuous improvement.
Consider partnering with a professional coach
A certified professional coach can be a powerful addition for supporting your team’s development journey through providing an unbiased perspective and specialized expertise. Professional coaches can help team members process feedback, identify blind spots, and support sustainable development. When combined with your focused feedback, professional coaching can support long-term success and reinforce the collaborative intention of performance and development.
Remember, when we lead with heart, compassion, respect, integrity, and transparency, we communicate that leadership isn’t just about performance and metrics—it’s about people and collaboration.
Shifting from formal performance reviews to meaningful feedback will create powerful development opportunities and serve as a catalyst for growth. When 360 feedback and professional coaching is added, the results are transformative.
