Evaluating Performance Reviews

Jun 24, 2025 | Podcast

WAW ep 118

“Rate results, not personality. Measurable goals create clarity and eliminate the drama.”

Performance reviews often cause more tension than traction. Too many times subjective rating systems create confusion, frustration, and in some cases, broken trust. In this episode, Jody and I dig into why traditional evaluation models fall short and what leaders can do instead.

From my perspective, the biggest flaw in most performance review systems is that they focus on traits instead of outcomes. When we ask managers to rate employees on “integrity” or “attitude,” we open the door to personal interpretation and personal offense. The result is either uncomfortable conflict or a completely sugarcoated, ineffective conversation.

Thankfully there’s a better way to handle performance reviews. We recommend organizations shift from subjective ratings to objective, measurable goals. When you focus on three to five outcomes that genuinely move the business forward, everything else becomes clearer. Integrity? Time management? Collaboration? If those things aren’t in place, you won’t hit the goals. Simple as that.

It also changes the conversation. Instead of debating someone’s personality, you’re working together to identify roadblocks and solve problems. You’re aligning on shared success and giving employees the ownership they crave.

If your review system feels like a “check-the-box” exercise or just another HR hoop, it’s time to reset. And if you’re making that shift, remember: communicate early, be clear about the why, and stay consistent with the process. People can’t grow in the dark.

Need help making the switch? That’s what we do at Best Culture Solutions. Let’s build a better system together.