Oct 6, 2026 · 19 min
Make performance reviews useful instead of stressful
How to give a performance review your team won't dread
Reviews shape employees’ development, but anxiety and surprise feedback can undermine the conversation before it begins.
- 1Effective reviews balance reflection on past performance with concrete planning for future growth.
- 2A one-page self-assessment gives employees a structured way to prepare and participate.
- 3Specific feedback without surprises works best when employees own the follow-up plan.
Don't miss
Garvin’s central shift is from treating the review as a verdict to making the employee own the follow-up plan.
The brief
Performance reviews often create anxiety for employees and managers, but Lia Garvin argues that leaders must take that stress seriously rather than treat it as unavoidable.
Garvin’s process starts with reflecting on past performance and then shifts toward future planning, keeping the review focused on development rather than judgment.
A one-page self-assessment gives employees a clear role in the conversation, while specific feedback without surprises makes the discussion more useful.
The review should end with an employee-owned follow-up plan, turning a stressful meeting into an ongoing structure for career development.
Books & mentions
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