Episode #74: Remedies for the Epidemic of Accountability Part Five: Reviewing for Growth

Ever heard a leader say they skipped reviewing their employee performance because they “don’t have time” or because “Mercury was in retrograde”? While we all chuckle at the latter, there’s an underlying truth we can’t ignoreleaders often dance around performance evaluations, and in this episode, we unpack why. t’s hard to believe, but some leaders sidestep evaluating their team’s performance, opting out of what they view as a judgmental process. No clear expectations, no celebration of successes, no pinpointed development areasjust a pat on the back and a vague “good for you” or “better luck next time.” It sounds almost fictitious, but it happens more often than you might think! 

Often, this reluctance can be traced back to a lack of proper leadership training. Leaders may not have been equipped with the necessary skills to conduct effective, empathetic, and empowering performance evaluations. From the assumption that “my employees already know how they’re doing” to the fear of difficult conversations, leaders find themselves avoiding reviewing performance. But what if we told you that this doesn’t have to be a once-a-year, suit-and-tie, cold-sweat kind of ordeal? What if performance reviews could be as natural as a morning huddle, as constant as the daily coffee run, and as engaging as a team brainstorm? 

Join us as we dissect the misconceptions and reveal the truths about ongoing performance reviews. We’ll explore how to keep them simple, organic, and an integral part of the leadership journey. So stay tuned as we navigate the intricacies of performance reviews and how, with the right approach and training, they can become a positive force for leadership and team development. 

If you want to know more about leading effectively, check out our book, “So, You Think You Can Lead?”: https://www.amazon.ca/dp/B07QMVKNSV/  


  • [01:29] Episode Introduction  
  • [07:07] Why Ongoing Performance Review Matters 
  • [11:47] Why Leaders Avoid Performance Reviews  
  • [16:17] Episode Gem 
  • [30:20] Episode Wrap Up 


    • Reviewing for growth is when leaders take the time to reflect on performance relative to expectations and determine what was completed effectively and what wasn’t. This allows thought about the next steps for development or improvement.


    • When leaders say, “It’s too time-consuming,” they’re often expressing a reluctance to engage deeply with their team. The underlying reason could be a lack of confidence in their leadership skills or feeling overwhelmed with their responsibilities. Reviewing frequently would mean they’d have to be consistent and present; not everyone feels equipped for that.


    • In avoiding performance reviews, leaders miss out on valuable opportunities to foster closer connections, understand employee aspirations, and identify latent challenges that might not manifest as obvious complaints. This proactive approach not only bolsters the leader-employee relationship but also meets the need of employees to feel a sense of belonging and recognition.


    • Whether you’re a seasoned leader or a new manager, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what’s really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 



    "Deciding to compensate for poor performance instead of managing it is an act of self- disempowerment."
    episode 18 quote tile 2 - "When acting from the Victim Leadership Persona, our power and sense of personal agency is taken away by seeing situations through a  lens of helplessness."
    episode 18 quote tile 2 - "When acting from the Victim Leadership Persona, our power and sense of personal agency is taken away by seeing situations through a  lens of helplessness."

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