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The best kind of performance review is no performance review
Sep 16, 2025
God gets the easiest performance reviews.
If we're 15 minutes into a lifeless, redundant, status-based 1:1 and I don't have anything sitting in my back pocket, I'm going to turn it into a performance review.
Not that there's anything wrong with that.
The system that people work in and the interaction with people may account for 90 or 95 percent of performance.
In our performance reviews with women, we need to be saying, "Are you reaching enough? Are you applying for jobs when you meet some of the criteria like men, or are you waiting to meet all the criteria like women do?" There's so much we can do to encourage women to take on more and believe in themselves.
When you hire that first person, then you're a boss. You've got performance reviews. You've got complaints about not making enough money. You've got people who are just going to sell your story to the tabloids.
Done right, a performance review is one of the best opportunities to encourage and support high performers and constructively improve your middle- and lower-tier workers.
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