Bringing it all together
Performance reviews don’t have to feel like a box-ticking exercise. With the right preparation and a coaching mindset, they can become powerful, collaborative conversations that build clarity and momentum.
For managers and team members alike, hearing that review season is around the corner is more likely to spark dread than joy.
As a People person who has implemented many different performance frameworks, my observation is that this dread often relates to the level of process around reviews. Whilst I always advocate for making things as simple as possible, some level of prep is necessary in order to mitigate bias and make the experience meaningful.
However, the process can obscure the core purpose of reviews - which is to have a coaching-led, collaborative conversation that gives clarity to your team member about how they’re performing in their role.
Sure, you’ll want to recap feedback you’ve given over the past 6-12 months (there really shouldn’t be any surprises) - but to get the most out of reviews, you’ll also need some great coaching questions in your back pocket. Read on for tyllr’s favourites.
Why it works:
Why it works:
Why it works:
Despite most companies rightly focusing on building a culture of continuous feedback, reviews remain an important checkpoint. Once the necessary prep is done and dusted, managers can use coaching questions to avoid an overly formulaic conversation and make space for one that’s genuinely insightful.
Performance reviews don’t have to feel like a box-ticking exercise. With the right preparation and a coaching mindset, they can become powerful, collaborative conversations that build clarity and momentum.
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