How to Foster Employee Growth Through Performance Reviews

If you can commit to clarity for your team, you'll be amazed at the results. Here’s what my HR team trained supeevisors and revamped our organizational approach and how you can take similar action: 1. Clarify Roles: Ensure everyone understands their responsibilities. Regularly update job descriptions to reflect the current expectations and eliminate ambiguity. (We had impact descriptions made for every employee by their supervisors and trained supervisors on creating them effectively) 2. Create SMART KPIs: Develop Key Performance Indicators that are Specific, Measurable, Achievable, Relevant, and Time-bound. For example, instead of saying, "Improve customer satisfaction," specify, "Increase customer satisfaction scores by 15% within the next quarter." This gives your team a clear target to aim for. 3. Provide Specific Feedback: Regularly offer constructive feedback and openly praise behaviors you want to encourage. This not only reinforces positive actions but also sets a standard for the entire team. 4. Set Clear Expectations: By establishing clear performance metrics, you allow team members to see how their contributions directly impact organizational goals. This clarity reduces confusion and fosters collaboration. 5. Review and Adapt: Implement a system for reviewing KPIs and job descriptions every six months. This ensures they remain relevant and aligned with business objectives. 6. Transform Performance Reviews: Shift to narrative-based evaluations that include not just performance metrics, but also recommendations for development and a list of stakeholders for collaboration. By embracing clarity and structured performance metrics, you empower your team to excel, reduce frustration, and foster a truly collaborative environment. Commit to this approach and watch your team thrive! #TeamCulture #Leadership #PerformanceManagement #PeopleOfficer #HRInsights #SMARTGoals

If performance discussions only happen at year-end, you're not leading— You're managing a crisis. High-performing teams aren’t built on annual reviews.  They grow through consistent, intentional conversations. They make growth a habit. I’ve seen it firsthand—teams that succeed make growth part of their daily rhythm. They don’t wait for the calendar to tell them it’s time to improve. So here's my takeaway for you: → Coach consistently to align efforts and expectations.  → Give feedback when it matters— not months from now.  → Recognize progress and address setbacks in real time. Year-end reviews should reflect a year of progress—not be the first time growth is mentioned. __ 📌 Want to build your best team ever? Join 27,000+ who receive these insights in my free newsletter: https://lnkd.in/gCv_2MQ2

It's mid-year, which means many leaders are conducting employee performance reviews. That's good—delaying until year-end is too late. More frequently is better, yet if you're not giving feedback the right way, it's pointless! Too often, reviews are unhelpful and vague, lacking concrete examples or clear explanations of how employees' work impacts customers. It creates confusion, low morale, and turnover. Research indicates: Only 31% of U.S. employees are engaged at work—the lowest in a decade (Gallup, 2025). 24% of employees would quit their jobs because of ineffective performance appraisals (Folkshr, 2025). The good news: You can turn it around at your company. Here are examples that benefit both individuals and those they serve. ✖️ Instead of: “You’re doing great.” ✔️ Say: “You took direct customer complaints and brought them into our weekly meeting. Because of that, we fixed an onboarding error that caused 40% of new users to call support in their first week.” ✖️ Instead of: “You’re a team player.” ✔️ Say: “You supported the product managers by sharing relevant customer feedback they didn’t have. That collaboration saved time—and solved the issue faster.” These are real examples. I’ve led hundreds of performance reviews—and been on the receiving end, too. I know how easy it is to get it wrong. And how powerful it is when you get it right. Want more actionable strategies? Message and follow me on LinkedIn + subscribe to my newsletter. What are your views? Comment below. #DoingCXRight #customerexperience #leadership

US Distance Learning Association (#USDLA) had a session noting student success increased when the instructor met with the student 1:1 and provided consistent, constructive #feedback. Having a connection with someone who cares and provides guidance makes a difference to employee success (and #retention) too. Let me ask, who would you prefer to work for? Someone who rarely gives you any feedback on your work, meets maybe monthly for a brief check-in where they ask you to report on your progress and seem busy and distracted or someone who regularly gives you feedback, meets with you regularly, coaches you, listens to your updates and challenges, asks you open-ended questions, and helps you find solutions. I'm guessing the latter where your leader actively provides feedback and regularly meets with you. Creating the connection and having personal conversations is one of the most powerful tools a leader can use to influence a teammates behavior, attitude, and results. This session reminded me of the true value of #leadership. The last 3 years showed we need #leaders who care about teammates as individuals, not just as workers. They show that they are invested in their success and well-being, not just in their output and results. They create a positive and productive work environment where a teammate feels valued, empowered, and inspired. We can focus on #performance but not at the loss of person, it is all wrapped up in one package. Lesson relearned is if we want to see performance success, invest the time to connect with your teammates. Schedule frequent and consistent 1:1 meetings to discuss work and life, provide feedback, and coach them. Use the time to have conversations with your teammates, understand their needs and perspectives, and help them grow and excel. Everyone succeeds then.