Performance Reviews - Part 2: Why Employee Development Plans Fail—And How to Fix Them
Aug 19
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A Coaching Series for Conscious Leaders
Performance Reviews Can Build a Future—If You Let Them.
In this 3-part coaching series, I explore the moments that define whether you’re building trust—or breaking it—through performance reviews.
Many leaders think of performance review season as the finish line. But what if it’s the starting point? The way you evaluate people today sets the stage for who grows, who leads, and who stays. In part 2 of this 3-part coaching series, I invite you to use this moment not just to assess the past, but to invest in the future.
Beyond the Ratings: Turning Evaluations Into Long-Term Talent Growth
A performance rating is a data point. It is not a destiny.
Too often, performance conversations are treated as final judgments. Boxes get checked. Numbers get assigned. Bonuses calculated. And then… nothing.
But the best leaders know this: Review season is where leadership actually begins.
Performance Reviews Should Reveal Potential
The purpose of performance conversations isn’t just to reward achievement. It’s to:
Spot untapped strengths
Identify future stretch opportunities
Clarify development gaps
Build momentum for growth
If your process ends at the rating, you’re wasting the opportunity.
Why It Gets Skipped
Even well-meaning managers often miss this step—not out of neglect, but out of:
Time pressure: They’re sprinting toward their own year-end goals.
Discomfort: Talking about gaps or areas for growth can feel awkward.
Lack of training: Many have never been taught how to have developmental conversations.
System fatigue: By the time calibration ends, they’re burned out.
✅ What to Do Instead
Make space: Block follow-up meetings now for post-review growth conversations.
Use strengths as a bridge: Start with what’s working before discussing what’s next.
Ask, don’t assume: Invite employees to share their aspirations and self-assess.
Practice discomfort: Growth is awkward—for both sides. Get support. Get feedback. Keep going.
From Judgment to Strategy
Instead of asking: "How did they perform?" Ask: "What do they need to thrive next year?"
Calibration should feed into real planning:
What projects or stretch assignments align with their growth?
Who needs mentorship, feedback, or a new challenge?
What systems need to shift to support this talent long-term?
Talent Is a Long Game
Too many high-potential employees are overlooked because they don’t "pop" during review season. But leadership isn’t always loud. Some of the best future leaders are the ones who are steadily building influence, learning, and resilience.
Review season should be where we:
Develop our bench strength
Invest in steady growers
Signal belief in rising leaders
Fairness Requires Forward Thinking
If we’re only rewarding what’s already been achieved, we’re leading backward. Great leaders:
Balance past performance with future potential
Make development part of the evaluation conversation
Leave employees with a clear sense of direction
Scaling Growth Across the Organization
If you’re a senior leader, your role isn’t just to model growth-minded leadership—but to operationalize it. Consider building employee development and active people management into future company KPIs. When you signal that growth isn’t a nice-to-have but a measure of success, others will follow.
Also consider creating peer support groups or roundtables for people managers. These can help normalize the challenges of developmental leadership and keep employee growth top of mind for even the busiest leaders.
Your Next Step as a Leader
Ask yourself:
Who on my team is ready for more—but hasn’t asked?
What kind of growth conversations have I not had yet?
How can I use this review cycle to set them up for success?
Don’t just finalize the spreadsheet. Invest in the person.
Coaching for Growth-Driven Leadership
Performance management doesn’t end with the review. Coaching helps you translate insight into action—and build the kind of team that evolves with you. Let’s talk. starpowercoaching.net
