You do things all the time you don’t like to do. There’s a good chance that either conducting or participating in an annual performance review is one of them.
Most managers say things like:
“They take forever to complete.”
“I don’t want to jeopardize the relationship by being critical.”
“I don’t like giving tough feedback.”
But here’s the truth: most performance reviews are bad because they lack preparation. As Gary Scott said on the podcast, “Preparation is the differentiator.” When leaders fail to prepare, it’s a missed opportunity.
If you care about performance reviews, this week’s newsletter is for you.
I. A check-the-box performance review doesn’t just demotivate. It signals indifference. And indifference kills engagement faster than criticism ever could.
What it means:
When leaders treat performance reviews as a task instead of a chance to connect, they send the message that growth doesn’t matter. They send the message that they are just doing it because HR made them.
People can handle tough feedback, but they can’t thrive in indifference. A thoughtful, prepared review shows you care about their progress and their future.
II. All improvement starts with the truth.
What it means:
Former Philadelphia 76ers head coach Doc Rivers often repeated this principle to his players and coaches. Especially when providing critical feedback.
Your job as a leader is to share the truth with your team. Sugarcoating, avoiding hard conversations, or inflating ratings only delays progress. Growth begins the moment you’re honest about where someone stands and what they need to do next. As T.D. Jakes used to say, “The truth needs no crutches.”
III. Managers who coach or provide feedback once a year in a performance review aren't coaching. They are practicing negligence.
What it means:
Feedback and coaching aren’t annual events. It’s a consistent habit that keeps people focused and accountable. In the virtual Accelerate Leadership workshop this week on accountability, I shared with the leaders, “Confronting someone in the short term always beats resenting someone in the long-term for things left unsaid.”
Waiting until a performance review to provide feedback is like waiting until the end of the season to coach your team. Growth happens in real time when coaching is part of the rhythm of leadership, not an annual appointment.
Use your gifts,
John Eades
CEO | LearnLoft | The Sales Infrastructure
P.S. I am in Atlanta, GA today delivering the Accelerate Sales Excellence Workshop to a small but mighty sales team. If you know a sales team that might be able to benefit from a virtual or in-person sales training program, don’t hesitate to make an introduction.
How Great Leaders Turn Performance Reviews Into Growth (Blog)
The Optimistic Outlook (Newsletter)
The Optimistic Outlook is a daily newsletter designed to remind you to focus on the bright side, one day at a time. Join 960+ leaders who are already improving their Optimistic Outlook.
The Optimistic Outlook is now available wherever you listen to podcasts. Channel your inner John Eades and make your kids listen to it, then read it aloud to work on their minds and communication skills.
Energy, Ownership, and the Work of Leadership with Gary Scott (Podcast)
Gary Scott is the President of Howard Hanna | Allen Tate. He joins John Eades to share how energy and momentum drive performance. We dig into getting an A in the controllables and the prep needed to win. We cover ownership over accountability, clear standards, and the shift from transactions to relationships. Stay to the end for two simple moves that pay off. Write down what you completed at the end of each day. Order 500 note cards and start sending handwritten notes.
Quote of the Day:
“Ownership over accountability. Own the actions, own the outcome.” — Gary Scott
Here Are Some Ways We Could Partner:
Customized Leadership Development Programs: Bring the Accelerate Leadership Program or Catalyst for Growth Program in-house for a customized experience for your team members. Programs include virtual or in-person instructor-led training, a Leadership Growth Plan, and group coaching to ensure real-world mastery.
1:1 Coaching: Work 1-on-1 with me or one of our certified coaches to achieve your goals, strengthen critical skills, and address your most pressing challenges. This 6-month program focuses on mindset and execution for tangible, lasting outcomes. Show me more
Speaking: We are now booking keynotes for the fall of 2025 and early 2026. John’s new keynote, “The Teamwork Advantage,” has been a hit for organizations. Hit reply on this note, or check out some of our recent talks here.
