3 Ways to Revive Your Performance Reviews

For years, the traditional annual performance review has been the gold standard of employee evaluation. But in fast-paced, dynamic work environments, these once-a-year check-ins are simply too little, too late. They can leave employees feeling blindsided, demotivated or disconnected — sometimes all three.

Annual reviews often summarize feedback from months ago, which no longer feels relevant or actionable. Even worse, they can become a checkbox exercise, missing the human side of performance: real-time growth, ongoing contributions and evolving goals.

I’ve helped organizations move beyond this broken model — implementing modern, people-centered alternatives that actually drive performance, engagement and growth.

And today, I’m sharing three of the most effective ways to revive your performance reviews, so they become something your team looks forward to, not fears.

3 Ways to Revive Your Performance Reviews 

Have real-time check-ins using GCGs.

A better way to drive performance? Regular, meaningful conversations grounded in GCGs — Growth, Contributions and Goals.

• Growth: What skills has the employee developed? What have they learned?
• Contributions: What impact have they had on their team, projects or the business?
• Goals: What are they working toward, and how are they progressing?

Using GCGs in frequent check-ins keeps performance conversations current and constructive. It turns vague ratings into a forward-looking dialogue that supports both the employee and the organization.

Open the door to real conversations with TIDES.

To make these check-ins even more impactful, leaders can use the TIDES framework — Tell me more, In what ways, Describe for me, Explain and Say more — to spark deeper, open-ended conversations.

Instead of “How’s that project going?” try:

• “Tell me more about the challenges you're facing.”
• “In what ways has your work evolved this quarter?”
• “Describe for me how you’re approaching your goals.”

TIDES encourages reflection, shows genuine interest and opens space for employees to share insights that might otherwise go unsaid.

Create an environment for continuous feedback.

No employee should be wondering, "Am I doing okay?" or worse, "Do they even notice what I’m doing?"

Ongoing check-ins build psychological safety, drive engagement and ensure no surprises during end-of-year conversations — if those even need to happen. Employees feel seen, heard and appreciated throughout the year, not just during a rushed sit-down in December.

Performance management isn’t about catching mistakes or issuing scores — it’s about fostering development and driving impact. Modern leaders are ditching the outdated annual review and embracing real-time, relationship-driven strategies powered by GCGs, TIDES and regular feedback.

Because when people know where they stand, they can move forward with purpose.