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If performance review season is coming up, now’s the time to prepare. Even though many organizations are shifting toward continuous feedback models, annual reviews still matter for career growth and recognition. Preparing early can help you showcase your achievements, communicate your goals clearly, and walk away with actionable feedback to grow your career.
Whether you’re an employee preparing for your review or a manager delivering them, understanding what different generations value—and how to make reviews feel meaningful—can make all the difference. With expert insights from Lana Peters, Chief Revenue & Customer Experience Officer at Klaar, this guide explains how to make performance reviews more engaging, productive, and fair for everyone involved.
Performance reviews are evolving fast. AI tools, continuous feedback loops, and less formal structures are becoming the norm—especially for younger professionals. According to Peters, each generation approaches feedback differently, shaped by their work experiences and communication styles.
Gen Z: Prefers continuous, transparent feedback. They thrive when they get real-time insights that support learning and growth.
Millennials: Value development and clarity. They’re motivated when reviews focus on progress, goal visibility, and fair decision-making.
Gen X: Appreciates autonomy and respect for expertise. They prefer efficient, streamlined reviews that lead to genuine conversations about impact and performance.
“The key,” says Peters, “is designing review systems that balance all generations’ needs—making reviews less about compliance and more about coaching, connection, and growth.”
If you’re a leader conducting performance reviews, your approach can shape how employees grow and feel about their work. Peters recommends these four proven strategies to make your reviews more effective and empowering:
Be Direct: Give clear, honest feedback—both positive and constructive. Employees need to understand what’s working and what should improve.
Set Actionable Next Steps: Feedback is most valuable when it includes measurable goals and a plan for improvement.
Keep It Conversational: Use a calm, supportive tone. Constructive discussions build trust and encourage employees to stay engaged.
Don’t Wait for Review Season: Share feedback in real-time whenever possible. It helps employees improve quickly and feel recognized year-round.
These habits not only improve performance but also strengthen the feedback culture of your organization.
For employees, the performance review is your moment to highlight impact and demonstrate growth. Peters suggests four key strategies to help you stand out:
Increase Visibility: Don’t just work hard—make your contributions visible. Schedule time with senior leaders, share progress updates, and express interest in future projects.
Be Proactive: Ask for feedback throughout the year. It shows initiative and commitment to continuous improvement.
Balance Your Self-Assessment: Celebrate achievements with data (e.g., “exceeded sales goals by 15%”) but also acknowledge growth areas to demonstrate self-awareness.
Listen and Reflect: If feedback surprises you, take time to process it before reacting. Request a follow-up meeting to discuss next steps and improvement plans.
As Peters explains, “A review isn’t something that happens to you—it’s a collaborative conversation that shapes your career path.”
Ultimately, performance reviews should be about people, not paperwork. When leaders focus on empathy, clarity, and growth, and employees take an active role in their development, reviews can become powerful catalysts for progress.
“Gen Z wants real-time coaching, Millennials want career growth, and Gen X wants respect for expertise,” says Peters. “These aren’t competing needs—they’re connected opportunities.”
As workplaces evolve, the best reviews will blend technology, transparency, and trust—helping everyone perform better, feel seen, and stay motivated.
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