Performance Reviews suck when you leave feeling lost.
You get feedback but not a roadmap.
You get told to “step up” or “be more strategic”.
But what does that actually mean?
Most of the time, the feedback sounds helpful… but feels vague.
So you nod along, say thank you and walk away unclear on what to do next.
Here’s a better way to think about Performance Reviews.
Your performance is a system.
We all have default behaviours that we’ll keep doing.
And these behaviours produce predictable results.
The problem is that we mainly operate on autopilot and don’t critically review our systems.
And that’s where Performance Reviews come in.
They are a different perspective of your system and what needs to change.
Think of Performance Reviews as choices.
You can keep doing what you’ve been doing and expect more of the same.
Or you can make some changes and aim for different results.
But how can you do that when you leave the Performance Review with more questions than answers?
Here’s how to turn your Performance Review into a proper improvement plan.
1. Get specific about what needs to change
Don’t walk away with vague notes like “communicate more clearly” or “take more initiative”.
Those aren’t action steps.
They’re categories.
Get super clear on your gaps:
- What exactly are you doing now?
- What exactly needs to be different?
If you don’t know, ask. This part is worth pushing for clarity on.
2. Figure out if it’s a skill gap or an execution gap
There are only two types of gaps:
- You know how to do something, but you’re not doing it
- You don’t know how to do something
You need to define each gap as this determines how your system should change.
3. If you have the skill but aren’t applying it, find out what’s stopping you
Ask yourself:
- Is the cause internal like fear, doubt or habit?
- Is the cause external like unclear expectations, being blocked or too much going on?
Once you know the obstacle, you can start to remove it.
4. If you don’t have the skill, make a plan to close the gap
This might mean you need to learn something new by:
- Asking for support
- Getting a coach
- Taking a course
Or this might mean outsourcing this gap for someone else to fill.
You don’t need to be the solution to every problem.
5. Define what “better” looks like and by when
Ensure everyone is singing from the same hymn sheet.
For each gap, ask:
- What’s a definable level of improved performance?
- When should I hit that level?
Once you determine these answers, consider how you’ll keep them visible and accountable.
6. Prioritise what matters most
Your review might include lots of feedback, but not all of it is equal.
Work out:
- What must I improve right now?
- What can I improve over time?
- What gap doesn’t really need to be closed?
Focus on the must-close gaps first. Please don’t focus on fixing everything at once.
Remember, your Performance Review isn’t just feedback for feedback sake.
It’s a signal that something must change.
You can keep doing what you’ve been doing and get the same results.
Or you can treat this review as the moment things shift and make material changes to your system.
Go for it.