Do’s and don’ts to make performance reviews actually mean something

by Tim Gould

Everybody hates performance reviews. That’s a given. But there are ways to move them out of the “dreaded chore” category into the file titled “engagement tools.”


Performance reviews are often badly done and serve to de-motivate employees — or worse, give them a weapon to sue the company.

What’s wrong with this process? Here are the three most common mistakes managers make that limit the value of employee assessments:

1. Process vs. progress

Too often, the process of employee reviews becomes more important than the actual result. What do employees want out of their reviews? Aside from a raise, the main thing employees want to know is what career path they’re on — what they have to look forward to in terms of job growth and development.

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