Performance Reviews That Actually Work

Nobody likes performance reviews—until they’re done right.

Too often, reviews feel like a box to check, a form to complete, or a chance to deliver feedback that’s been bottled up for months. But when done well, performance reviews build trust, clarify expectations, and drive real growth.

They impact everything:
✅ Culture – by reinforcing what’s valued
✅ Retention – by showing employees they’re seen and supported
✅ Productivity – by aligning priorities and identifying gaps

Culture: Reviews Reflect What You Really Value

If you say you value collaboration but only reward individual output, your team notices. Performance reviews that actually work are aligned with culture and values—not just numbers.

At Adobe, traditional annual reviews were replaced with “Check-ins”—ongoing conversations between managers and employees focused on goals, development, and feedback. The result? Higher engagement, lower turnover, and a performance-driven culture.

✅ Strategy: Use reviews to reinforce what matters. Recognize behaviors that reflect your team’s values—not just outcomes.

Retention: Feedback Fuels Growth

Employees want to know how they’re doing. Ambiguity leads to disengagement. Reviews should feel like a milestone in an ongoing coaching conversation, not a surprise assessment.

Indra Nooyi emphasized feedback as a tool for growth. Her leadership style combined honest assessments with real support. That balance kept high performers invested and motivated.

✅ Strategy: Make it two-way. Ask employees what support they need. Talk about their goals—not just their current role.

Productivity: Clear Expectations Drive Results

Effective performance reviews improve clarity, alignment, and focus. They help people understand what success looks like and how to reach it.

At Google, performance reviews focus on clear objectives and key results (OKRs), tied to both personal growth and company impact. It’s not just about past performance—it’s about what’s next.

✅ Strategy: Use the review to define what “great” looks like. Then help your team build the plan to get there.

What Actually Works

✅ Ongoing feedback leading up to the review
✅ A balance of recognition, growth, and accountability
✅ Action plans with follow-through
✅ A conversation—not just a rating

Don’t:
❌ Deliver feedback for the first time in a review
❌ Make it all about metrics
❌ Skip preparation or show up distracted

When done right, a performance review is a turning point, not a report card.