Learn How to Conduct Performance Reviews that Inspire Action, Not Fear

For many employees, performance reviews can be scarier than ghosts and goblins – and not without reason. Research shows that:

  • Fewer than 1 in 3 employees feel their performance is evaluated fairly (SHRM)
  • 77% of HR executives believe performance reviews don’t accurately reflect employee contributions (SHRM)
  • 57% of employees feel their annual review makes them feel they were in competition with co-workers (SHRM)

When reviews feel unpredictable, biased, or disconnected from growth, fear replaces motivation.

The Real Fear Factors

1. Fear of Surprise

When feedback only happens once a year, employees brace for the unknown. Without structure or ongoing check-ins, they’re left guessing how they’ll be rated.

Replace fear with confidence: To conduct performance reviews that inspire confidence, create a performance management program that enables ongoing, timely feedback throughout the year so managers and employees can tackle feedback when it matters and employees aren’t left blindsided.

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2. Fear of Bias

As much as 62% of a rater’s judgment may reflect the rater more than the person being evaluated, according to the NeuroLeadership Institute. When reviews depend too heavily on personal perception, employees lose trust in the process.

Replace fear with confidence: Establish fair, consistent evaluation criteria so reviews focus on facts, not opinions. Objective tools that enable frequent documentation, clear rating scales, and 360° multi-rater input can help HR build transparency and trust across the organization.

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3. Fear of Irrelevance

If reviews don’t lead to recognition or development, employees disengage. They want reviews that matter and connect performance to growth and future opportunities.

Replace fear with confidence: Link performance discussions to development, career planning, and recognition so employees see how their progress drives results and advancement.

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4. Fear of Wasted Effort

Nothing frustrates employees more than investing hours into reviews that result in no visible change. When forms disappear into a system and feedback doesn’t lead to action, engagement drops fast.

Replace fear with confidence: Streamline workflows, automate reminders, and use real-time reporting so reviews lead to tangible outcomes, not paperwork. Ensure employee self-assessments allow them to request feedback, contribute to their career discussion, and reflect on evaluation criteria relevant to their roles.

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From Frightful to Impactful

Ready to conduct performance reviews that inspire action instead of fear? By tackling the four biggest fears head-on, HR can turn review season into a process employees trust, value, and look forward to.

With emPerform, you can build a fair, transparent, and engaging review cycle that empowers managers, motivates employees, and delivers results.

End review season on a high note. See how emPerform can help you build fearless performance reviews.