Performance Reviews Are a Waste of Time

Here’s what to do instead if you actually want growth, not resentment.

It’s that time of year again.

Managers scramble to fill out forms.
Employees brace for vague feedback.
Everyone leaves the meeting…
feeling either judged, misunderstood, or relieved it’s over.

Sound familiar?

Traditional performance reviews are one of the most outdated rituals in modern business.
They take time, create anxiety, and rarely lead to real improvement.

The worst part?
They don’t drive performance.

They drive compliance.
They drive resentment.
They drive good people out.

Why Performance Reviews Fail

At their core, reviews are meant to fuel growth.

But in practice, they’re often:

• Infrequent and out of context
  Feedback once or twice a year? It’s too little, too late.
  

• One-directional
  The manager talks. The employee listens. There’s no conversation, only judgment.
  

• Tied to pay and punishment
  When feedback is linked to raises or reprimands, honesty goes out the window.
  

• Generic and subjective
  Vague comments like “needs to improve communication” don’t help anyone grow.
  

This approach creates fear, not development.

Employees walk away more guarded than empowered.

Growth Doesn’t Happen Once a Year

The truth is, high-performing cultures don’t rely on annual reviews.
They rely on continuous feedback, clear expectations, and coaching in real time.

When employees know where they stand, how they’re doing, and what to adjust—in the moment—they improve faster.

They feel supported, not judged.
Engaged, not evaluated.

So What Should You Do Instead?

Here’s how to shift from performance review to performance growth:

✅ Make Feedback Ongoing

Normalize short, informal check-ins. Monthly or even weekly. Feedback shouldn’t be an event—it should be a rhythm.

✅ Focus on Behaviors, Not Personality

Say: “I noticed this missed deadline affected the team’s timeline.”
Not: “You’re not committed enough.”

✅ Make It Two-Way

Create space for employees to give feedback, not just receive it. Growth is a partnership, not a monologue.

✅ Coach, Don’t Critique

Ask questions that guide reflection:

• “What would you do differently next time?”

• “Where do you need more support?”

✅ Separate Feedback from Compensation

When pay is on the line, feedback gets filtered. Keep conversations about development distinct from salary decisions.

The Goal Isn’t a Perfect Form—It’s a Better Performer

Ditch the ritual and focus on what actually moves the needle:

• Clear expectations

• Real-time course correction

• Recognition that’s meaningful

• Conversations built on trust
  

That’s how you grow people.

Not with a spreadsheet.
Not with a rating system.
Not with an annual form no one wants to fill.

Ready to Rethink How Your Company Does Feedback?

We help leaders design growth-driven systems that replace outdated reviews with conversations that actually improve performance.

📅 Book a 15-minute strategy call
📧 Or email us at [email protected]

Let’s trade annual dread for real-time development—together.