A score is not a conversation
When performance reviews feel disconnected from the work, they can become an administrative exercise. I start with job expectations, meaningful measures and whether managers have the tools to coach rather than simply rate.
Consistency creates credibility
Two employees doing comparable work should not have to guess whether different rules apply. Consistent standards and transparent follow-through support trust, while room for context allows leaders to exercise judgment.
The leadership question
If we asked employees what success looks like in their roles, would their answers match what their managers are measuring?