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As economic uncertainty and hiring freezes reshape the workplace, performance reviews have taken on new urgency. Employees crave guidance and recognition, not just evaluation. Yet many leaders still rely on outdated systems that feel judgmental or one-sided. Experts like LaToshia Norwood, founder of Consulting and Coaching for Women CEOs, say it’s time to replace “grading” with guiding—transforming performance reviews into empowering two-way conversations focused on growth and alignment.
Norwood recommends reframing reviews as strategy sessions that celebrate wins, clarify expectations, and strengthen trust. “Encourage employees to bring a ‘brag folder’ of achievements,” she says. “It shifts the tone from scrutiny to collaboration.” Similarly, leaders should ask open-ended questions—like “What project challenged you most?” or “Where do you see your career growing?”—to uncover insights and foster inclusion. Emotional honesty, says leadership coach Charlene Currie, is key to understanding engagement and retention.
Equitable performance reviews go beyond feedback—they include transparent conversations about compensation and growth opportunities. “Money shouldn’t be a taboo topic,” Norwood advises. Explaining pay structures and promotion paths helps build trust, especially in leaner times. Managers who listen, acknowledge concerns, and follow through—even when budgets are tight—send a clear message: fairness and respect matter.
Employees also play a part in making performance reviews equitable. Norwood suggests treating the process like “show and tell”—bringing data, results, and reflections. When workers advocate for their development, they shift the dynamic from passive evaluation to partnership. As Currie notes, “Be self-aware and proactive; don’t let the review happen to you.” The result? Conversations that leave both sides not just informed—but inspired.
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