Quarterly performance reviews are often dreaded by employees and managers alike, largely because they’re treated as bureaucratic, last-minute tasks rather than meaningful coaching conversations. However, done properly, performance conversations can be one of the most powerful tools to consistently grow your people and your business. 

This is the first episode of a summer series, where I am joined by Andres Zylberberg and Richard Peake. We explore how performance reviews should be intentional, generous and part of a broader people system – from hiring to onboarding to regular check-ins – that frees individuals to focus on doing their best work. 

Takeaways 

• Quarterly reviews work best as supportive coaching conversations, not bureaucratic tasks. 
• Clear role scorecards provide expectations, reducing surprises and aligning staff effectively. 
• Scheduling reviews early encourages preparation, fostering trust and constructive performance discussions. 
• Independent red-amber-green ratings create structure, enabling objective conversations about progress ongoing. 
• Regular quarterly rhythms surface issues sooner, supporting continuous improvement across teams. 
• Structured discussions help clarify misunderstandings, distinguishing capability problems from misaligned expectations. 
• Generous, intentional feedback strengthens relationships and accelerates long-term momentum within organisations. 

Watch the episode on YouTube: https://www.youtube.com/@TheEvolutionPartners 

Newsletter – each week I share interesting insights, articles and ideas you can use. Join other leaders and subscribe to The Evolution Partners newsletter  https://evolutionpartners.com.au/subscribe/ 

Books – Learn more about our books https://evolutionpartners.com.au/books/ 

Made to Thrive: The practical, prescriptive guide on how to be a great CEO
Onboarded: How to bring new hires to the points where they are more effective faster. A business case for leaders on why you should commit to an effective onboarded process. 
Onboarded for Managers: Helping managers bring new hires to the point where they are more effective faster. 
Bigger isn’t Better, Better is Better: Avoiding the pressure of endless growth to build a better business (and better life) 

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