The biggest complaint employees have about performance reviews is simple: “Why am I just hearing this now?” When feedback is saved for a once-a-year meeting, it creates anxiety, defensiveness, and confusion.
On Beyond Compliance, guest Jack Gilmore explained that strong teams rely on ongoing performance feedback rather than annual evaluation surprises. When communication is consistent, the formal review becomes a summary—not a shock.
Annual-only review systems often fail for predictable reasons:
When performance conversations happen only once per year, employees assume everything is fine until it suddenly is not.
Ongoing performance feedback does not require weekly formal reviews. It requires intentional rhythm.
If an issue arises, address it within days—not months. Direct feedback delivered calmly and clearly builds respect. Waiting builds resentment.
Feedback is not only corrective. Recognition reinforces what “good” looks like. When employees understand which behaviors align with company values, they repeat them.
When leaders provide ongoing performance feedback, several positive shifts happen:
Jack emphasized that trust is built through consistency. When leaders communicate expectations throughout the year, employees rarely feel surprised during formal evaluations.
When feedback happens consistently, the annual review changes tone entirely. Instead of confrontation, it becomes:
The review meeting becomes forward-looking rather than backward-looking.
If you want to shift away from annual surprises, implement this structure:
This structure reduces anxiety while increasing accountability.
Organizations that rely on ongoing performance feedback avoid the emotional rollercoaster of annual-only systems. Expectations stay clear. Coaching stays timely. Culture stays aligned.
Performance reviews should not be a surprise. They should reflect conversations that have already happened.
To hear the full discussion with Jack Gilmore on Beyond Compliance, listen below.