Most employees dread performance reviews. Most managers do too. When reviews feel long, unclear, or disconnected from real work, they become a box-checking exercise instead of a growth tool.
On Beyond Compliance, Jack Gilmore discussed how to build performance reviews that work by simplifying the structure and focusing on two areas that matter most: company values and a small set of measurable goals.
Performance reviews often fall apart before the meeting even begins. Common issues include:
When reviews feel disconnected from daily work, employees question their fairness. Managers rush through paperwork. Trust erodes instead of strengthens.
A simple structure creates clarity. Jack emphasized evaluating employees in just two key areas:
Values should not live only in your handbook. They should define how work gets done.
For example, if one of your values is trust, you might measure:
If your value is respect, you might assess:
When performance reviews measure behavior tied to values, culture becomes measurable instead of abstract.
Instead of grading 15 vague competencies, focus on three to five clear goals tied directly to outcomes.
This keeps the review focused. Employees know what success looks like. Managers evaluate what truly matters.
Length does not equal effectiveness. A 12-page review document invites rushed answers. A two- to four-page review invites discussion.
Concise reviews help managers:
Employees also engage more when expectations are straightforward. Clarity builds confidence.
One of the biggest frustrations employees express is hearing about a performance issue for the first time during a formal review.
Performance reviews that don’t suck require ongoing feedback throughout the year:
When conversations happen consistently, the formal review becomes a summary—not a surprise.
Performance reviews only work if leadership models the same values they evaluate.
If accountability is measured, leaders must demonstrate accountability. If communication is expected, leaders must communicate clearly. Employees notice inconsistencies quickly, and credibility disappears when standards apply unevenly.
A values-based review system reinforces alignment across the entire organization.
If your current review process feels heavy, unclear, or avoided, simplify it.
Performance reviews should support growth, not create anxiety. When they focus on values and outcomes, they strengthen culture, clarify expectations, and build trust.
To hear the full discussion, listen to Beyond Compliance with Jack Gilmore and co-host Luke Hladek below.