A lot of employees feel disenchanted with performance reviews. They don’t feel the process gets them anywhere, and honestly, I get it. I’ve spent 20 years developing talent, and too often the talent review and calibration process is a mystery to the people it affects. Here’s something that can help.
A performance review is not a talent review
These two get mixed up all the time, and the difference matters.
A performance review looks at how you did in your current role: your results, your goals, and the feedback you’ve received. A talent review is a different conversation. Leaders usually hold it without you in the room, and it looks across a team or organization at who’s ready for more, who might move up, and where the company needs to invest. Promotions and calibrations tend to come out of those talent conversations, not from your performance review alone.
Too often there’s a big mystery around what a talent review is, what a calibration means for you, and how you’re even assessed. So ask. Look at the job description for your current role and the next level. What’s required of you? Where are your gaps? If you know your gaps, you can focus on closing them.
You don’t have to wait for review season
You may believe you only have a performance conversation twice a year. But there’s nothing stopping you or your manager from talking about performance anytime.
So ask. Make performance a regular part of your one-on-ones. You can ask your manager for feedback on your performance whenever you want, and you deserve a real answer.
Companies run performance management differently, but the challenges are the same. What matters is which process they follow, whether they honor it, and whether there’s a benchmark.
Don’t let your manager off the hook
Managers have a responsibility to discuss performance, especially when you ask. If you’re not getting that conversation, keep asking. It’s part of their job.
Keep your own record
While you’re at it, collect your evidence as you go: screenshots of recognition, kind words from colleagues, feedback surveys, anything that shows your impact. There’s a lot of recency bias in business, and people forget the work you did six months before the review cycle. When review time comes, you’ll have more than your memory to rely on. I cover this in What it actually takes to get promoted.
A note for managers reading this
Check your ego. Good managers are here to develop more managers. We don’t own talent and we don’t hoard it. Our job is purposeful work aligned to the business, and what you think of as protecting your people will only create resentment later.
FAQ
Can I ask for feedback outside of review season? Yes. Nothing stops you or your manager from talking about performance anytime.
How often should I talk about performance with my manager? Make it a regular part of your one-on-ones instead of waiting for twice-a-year reviews.
What if my manager doesn’t want to talk about performance? Managers have a responsibility to discuss performance, especially when asked. Keep asking, and don’t let them off the hook.
What evidence should I keep for my review? Screenshots of recognition, kind words from colleagues, feedback surveys, and anything that shows your impact.
How do I know what I’m being assessed on? Ask your manager, and read the job description for your role and the next level. Then look at your gaps and work on closing them.
Why do performance reviews feel like they don’t go anywhere? Many employees feel that way, and I get it. Companies run these processes differently, but the challenge is the same: whether the company follows its process and has a benchmark.
What’s the difference between a performance review and a talent review? A performance review looks at how you did in your current role. A talent review is a leadership conversation about people across a team or organization: who’s ready for more and where to invest. Promotions tend to come out of those talent conversations.
If you want help having these conversations with your manager, that’s what I do with managers and leaders. Book your introductory coaching chemistry session.
