Issue 19: Today’s Brew: The Performance Review Reset – Rethinking Feedback Culture
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 19
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
July 09, 2025
Performance reviews are one of the most dreaded rituals in the workplace—for both employees and leaders. And yet, they continue to shape promotions, compensation, and even retention. But if we’re honest, the traditional annual review is broken.
It’s time to reset how we think about feedback—and the role it plays in building trust, connection, and continuous growth.
What’s Wrong with the Old Way?
The once-a-year performance review often feels more like a report card than a conversation. It’s backward-looking, anxiety-inducing, and frequently misaligned with what employees need to grow. The damage goes deeper than awkward meetings and missed opportunities—it erodes trust.
Employees shouldn’t have to guess how they’re doing. Leaders shouldn’t save feedback for a calendar reminder. Growth doesn’t happen once a year. Neither should conversations about it.
Here’s what research and real-world experience are showing us:
Employees crave real-time, specific, and meaningful feedback.
Annual reviews are often biased, overly focused on recent events, and disconnected from daily performance.
According to Gallup, only 14% of employees strongly agree that their performance reviews inspire improvement.
The result? Distrust, disengagement, and a missed opportunity to lead with empathy.
Feedback is a Relationship, Not a Transaction
At Martin and Foster Consulting, we believe that feedback is a conversation, not a critique. It’s an opportunity to connect, calibrate, and coach—not to catch someone off guard.
Empathetic leaders create feedback cultures where:
Performance conversations happen regularly, not reactively.
Strengths are highlighted, not just weaknesses.
Feedback goes both ways, creating mutual growth.
Because when people feel seen, heard, and supported, they don’t just improve—they invest more in their work and your organization.
Replacing the Review: What to Do Instead
We’re not saying to eliminate all structure. Accountability and documentation still matter. But it’s time to trade “event-based” reviews for an ongoing coaching mindset.
Here’s what that can look like:
Quarterly check-ins focused on development goals, not just KPIs.
Monthly conversations that balance performance and well-being.
Real-time recognition for what’s going right, not just what needs fixing.
Two-way dialogue that welcomes feedback from employees to leaders.
Leadership Self-Audit: Are You Building a Feedback Culture?
Ask yourself:
✅ Do I provide feedback only when there’s a problem—or also when I see progress?
✅ How often do I check in with each team member, informally and intentionally?
✅ Do I create space for my team to give me feedback, without fear?
✅ When was the last time I recognized someone for doing a great job—without being prompted? (Remember Espresso & Empathy Newsletter #10?)
If you hesitated on any of these, don’t worry. The shift to a better feedback culture starts with small, consistent actions.
Final Thoughts
Performance reviews don’t have to feel like punishment. When done with empathy, intention, and consistency, feedback becomes one of the most powerful tools for growth.
Let’s stop using outdated tools to manage today’s workforce. Instead, let’s build trust through transparency, support through structure, and progress through conversation.
Because when we get feedback right, we don’t just build performance—we build people.