Many employees and bosses resent performance reviews because they often end up disappointed and hurt. Performance reviews typically start by praising the employee’s achievements and then quickly shift to areas for improvement. The boss feels frustrated when the employee seems in denial or unwilling to change. Employees feel hurt that their contributions aren’t fully appreciated and worry that highlighting weaknesses will deny them promotions.
Unexpected praise or criticism in annual performance reviews usually indicates there hasn’t been enough communication during the year. Managers can eliminate surprises in annual reviews by providing timely, honest, and constructive feedback throughout the year. The best performance reviews are focused on employees’ growth and development.
I advise my clients to use a coaching approach in performance reviews to truly inspire their employees. When done right, both the boss and the employee will look forward to these discussions as a chance to explore growth opportunities, what the employee can do to achieve them, and how the boss can support them on their journey.
A coaching mindset requires you to be open, curious, flexible, and genuinely interested in the employee’s growth and well-being.
Key Elements of a Coaching Approach to Performance Reviews
- Encourage the employee to reflect on their performance and development.
Ask them to come prepared to discuss what they have learned in the previous period, how they are applying new learning, and what more they want to learn in the next period. - Ask questions that help the employee articulate their goals, strengths, challenges, action plans, and accountability measures.
- Create a safe and comfortable environment.
Ensure employees feel free to express themselves and share their thoughts without fear of judgment or retaliation. - Listen actively.
Support the employee’s thought process and provide guidance and support when needed. - Provide feedback that is specific and includes examples to support your points.
- Remain objective.
Stick to the facts and avoid personal attacks or judgments. - Focus on the behavior or performance that needs improvement rather than the person.
- Ask employees for their feedback on your leadership.
Be open-minded, listen to learn, and be willing to change. - Be supportive.
Let them know that you believe in their ability to improve and that you’re there to help.
Final Thoughts
By embracing a coaching approach, performance reviews become more than just an annual event—they become an ongoing dialogue focused on growth, trust, and mutual success.
As you wrap up your next review, consider asking, “How can I support you in reaching your goals?” This simple, powerful question reinforces your commitment to their development and sets the tone for a partnership built on encouragement and continuous improvement.
When managers act as coaches, performance reviews truly become inspiring and enjoyable experiences for everyone involved.