--- title: "Revisiting the Performance Review: Does It Need to Be Fixed?" description: The annual performance review isn't dead as some say but is in need of big change. 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5:43 # Revisiting the Performance Review: Does It Need to Be Fixed? By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [Dec 02, 2021](https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed) 4 min read [0 comment(s)](https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed](whatsapp://send?text=https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed) - [mailto:?subject=Revisiting%20the%20Performance%20Review:%20Does%20It%20Need%20to%20Be%20Fixed?&body=https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed](mailto:?subject=Revisiting%20the%20Performance%20Review:%20Does%20It%20Need%20to%20Be%20Fixed?&body=https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed) ![Does the Performance Review Need to Be Fixed](https://blog.axcethr.com/hs-fs/hubfs/Does%20the%20Performance%20Review%20Need%20to%20Be%20Fixed.jpg?width=1200&name=Does%20the%20Performance%20Review%20Need%20to%20Be%20Fixed.jpg) Letting employees know how they’re performing and therefore giving them insight into how they might improve, how they can build upon the strengths they have and where subsequent gaps in their skillset might exist is critical to productivity. Performance is something, however, that can be tricky to measure. Traditionally, performance reviews have been about an end-of-the-year process in which evaluations are filled out, read by the employee and then filed away along with numerous other reviews for numerous other employees. In other words, there is generally no real meaningful action taken and no dialogue that transpires which could in fact enhance employee performance. A revolution of sorts is taking place where the employee performance review is concerned. Companies are starting to do things a little differently. And the results often speak for themselves inasmuch as productive conversations between management and employees are taking place, weaknesses are addressed and necessary reskilling strategies are implemented. You could say the “new way” of doing employee reviews is hastening a cultural shift in terms of both communication and teamwork. [Related: Annual Performance Reviews: Are They So Last Century? >>](https://blog.axcethr.com/are-annual-performance-reviews-so-last-century) ## Three Reasons to Adjust Your Performance Review Process  To better understand the need to revamp traditional performance review systems and processes, it’s important to see why there is a need for a change in the first place. Below are a few of the key reasons why businesses are starting to adjust the way in which performance reviews are done. ### **1. It’s More Effective to Focus on the Present** In thinking about what exactly a traditional performance review accomplishes, we tend to focus on past achievements. The performance review looks back to what an employee has done during the year and makes note of the accomplishments and by the same token, those things that were not quite commendable. And while certainly, there may be a need to touch on what has happened, perhaps more centrally is what is happening now. What is an employee doing now that is worthy of recognition? What weaknesses are they exhibiting currently that if addressed, could be improved upon? A change in performance review strategy is in many ways about a change in assessment protocol where time is concerned. ### **2. A Performance Review Should Take a Big Picture Approach and Address Teamwork** In a conventional performance review, a manager or leader is assessing the individual’s contributions as well as those areas in which that individual may be lacking. Certainly, there is a need for looking at performance through an individualized lens, but this type of review almost wholly ignores the teamwork factor. More and more organizations are about how well teams come together to achieve goals. Traditional approaches to employee reviews, whether consciously or not, tend to have an almost competitive component; that is to say, there’s an aspect to a performance review that spurs a more competitive atmosphere. For many offices, this isn’t necessarily the ideal approach. ### **3. Traditional Performance Reviews Don’t Foster Open Communication** Engaging employees and really communicating with them should ideally be at the heart of what a performance review does. If there are issues in performance, if an employee does need help in a specific area, then leaders should address this in a productive and positive manner. The old way doesn’t necessarily make room for these types of conversations. In fact, very often traditional performance reviews leave employees in the dark as they struggle to figure out what it is they need to work on. Frequent check-ins, directed conversations, and a mentoring spirit really can elevate the performance review and help bring about measurable results. [Related: How to Respond When You Hear, "I Want a Raise" >>](https://blog.axcethr.com/how-to-respond-when-you-hear-i-want-a-raise) ## **[![Talent management consulting for small businesses by Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-189247610683.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLKHD6QrxXUIsV3Vffh7HAvNGi7p9PjR25GLBXsa%2FnFY8GCAsPy3XoDqCAB7sXPAfbRkuuRdLmFwwXiEsR3VWpCaqLwSPJS5i3Kv0yP%2FnoHqnpt0DpkqhPJQq6B67hkaAQ8W%2FqD8R7cbRYB5PUOJnVwLt%2BhKk6euwCKKSnJhMD9L9BLI6V2Vzn%2F79TK%2B75qWiPFUVUYD2WgNQiJBP%2Beja0bi5jAxzDIzb1v%2FoS7qfmiJa9HxjkBi6m%2FvV0p2xjlbGBN2fWgLP2VUAPjupju4GCOoEwoNGWjbGoU%3D&webInteractiveContentId=189247610683&portalId=2652187)** ## **Implementing a More Positive Employee Performance Review Experience** If the “old way” seems a bit broken, then what can be done to [transform the performance review](https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/01/21/13-ways-to-transform-annual-performance-reviews-for-the-better/?sh=308d1ce25a30) and make it something truly beneficial to a company? After all, you are taking the time to evaluate your employees and assess their performance, you likely want this time spent to culminate in positive results, right? In order to reenergize the performance review process, you might focus instead on: ### **1. Coaching Versus Reviewing** By reaching out to those employees who may be struggling and taking the approach of coaching/mentoring versus a “one and done” review process, you open the door to a communicative and more welcoming company culture. ### **2. Make It an On-Demand Review** Rather than do a yearly performance review at one set time, create more of an on-demand review system. Throughout the year engage with employees, create a meaningful feedback loop and look for coaching moments that can actually help employees when that help is most needed. ### **3. Implement a More Democratic Review Process** Traditionally, employee performance reviews are about evaluating employees; what about reviewing the managers. In structuring a review system that also gives the employees a voice regarding their experience with leaders and managers, you help employees feel more empowered and thus more valued. ## **[![overwhelmed with HR? Contact Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-190102305567.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLJvW0fybcoigf6WYUkk8yHWgyC69NFkwPbUlKXnIZ%2FaiyB8orOdtN0TVLgV%2FkhU4NlW7zKqqVPn5s4CtyaghRm0sNJvfgcDQ3ZmVnALKchXUPA%2Ff1Wh7tkqXs7yAjJayOMkMKVpkrjNy0vBcwifOiDfP%2FN1JwdFpaP1OUWuJrbQY1u3REWpRlx8Gc6%2FUoY6ROo%3D&webInteractiveContentId=190102305567&portalId=2652187)** ## **Rethinking Reviews: How a Fresh Approach Can Reenergize Performance Management** The performance review is not necessarily dead as some might claim, rather, it is, in some cases, in need of a shakeup. If you are struggling with how to newly approach the concept of a performance review and need to speak with certified HR professionals, we can help. [Contact the consultants at Axcet](https://www.axcethr.com/contact/) and see how our services might be able to benefit you. [![See if a PEO makes sense for your business](https://no-cache.hubspot.com/cta/default/2652187/18caba7b-fa27-458e-b41c-5af2422700be.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/18caba7b-fa27-458e-b41c-5af2422700be) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Governor Laura Kelly Signs New Kansas Vaccine Exemption Law ![Jeanette Coleman Director of Human Resources Axcet HR Solutions Kansas City](https://blog.axcethr.com/hubfs/Jeanette%20Coleman%20Director%20of%20Human%20Resources%20for%20Axcet%20HR.jpg)](https://blog.axcethr.com/governor-laura-kelly-signs-new-kansas-vaccine-exemption-law) #### [![Jo Mc Clure Director of Payroll Administration Axcet HR Solutions Certified PEO](https://blog.axcethr.com/hubfs/Jo%20McClure%20Axcet%20Director%20of%20Payroll%20Administration.jpg) Top Benefits of Hiring a Certified Professional Employer Organization](https://blog.axcethr.com/top-benefits-of-hiring-a-certified-professional-employer-organization) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2025-05-21T19:35:20.875Z", "datePublished" : "2021-12-02T17:50:46.000Z", "headline" : "Revisiting the Performance Review: Does It Need to Be Fixed?", "image" : [ "https://blog.axcethr.com/hubfs/changing%20the%20annual%20performance%20review.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/revisiting-the-performance-review-does-it-need-to-be-fixed", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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Performance is something, however, that can be tricky to measure. Traditionally, performance reviews have been about an end-of-the-year process in which evaluations are filled out, read by the employee and then filed away along with numerous other reviews for numerous other employees. In other words, there is generally no real meaningful action taken and no dialogue that transpires which could in fact enhance employee performance. A revolution of sorts is taking place where the employee performance review is concerned. Companies are starting to do things a little differently. And the results often speak for themselves inasmuch as productive conversations between management and employees are taking place, weaknesses are addressed and necessary reskilling strategies are implemented. You could say the “new way” of doing employee reviews is hastening a cultural shift in terms of both communication and teamwork. Related: Annual Performance Reviews: Are They So Last Century? >> Three Reasons to Adjust Your Performance Review Process To better understand the need to revamp traditional performance review systems and processes, it’s important to see why there is a need for a change in the first place. Below are a few of the key reasons why businesses are starting to adjust the way in which performance reviews are done. 1. It’s More Effective to Focus on the Present In thinking about what exactly a traditional performance review accomplishes, we tend to focus on past achievements. The performance review looks back to what an employee has done during the year and makes note of the accomplishments and by the same token, those things that were not quite commendable. And while certainly, there may be a need to touch on what has happened, perhaps more centrally is what is happening now. What is an employee doing now that is worthy of recognition? What weaknesses are they exhibiting currently that if addressed, could be improved upon? A change in performance review strategy is in many ways about a change in assessment protocol where time is concerned. 2. A Performance Review Should Take a Big Picture Approach and Address Teamwork In a conventional performance review, a manager or leader is assessing the individual’s contributions as well as those areas in which that individual may be lacking. Certainly, there is a need for looking at performance through an individualized lens, but this type of review almost wholly ignores the teamwork factor. More and more organizations are about how well teams come together to achieve goals. Traditional approaches to employee reviews, whether consciously or not, tend to have an almost competitive component; that is to say, there’s an aspect to a performance review that spurs a more competitive atmosphere. For many offices, this isn’t necessarily the ideal approach. 3. Traditional Performance Reviews Don’t Foster Open Communication Engaging employees and really communicating with them should ideally be at the heart of what a performance review does. If there are issues in performance, if an employee does need help in a specific area, then leaders should address this in a productive and positive manner. The old way doesn’t necessarily make room for these types of conversations. In fact, very often traditional performance reviews leave employees in the dark as they struggle to figure out what it is they need to work on. Frequent check-ins, directed conversations, and a mentoring spirit really can elevate the performance review and help bring about measurable results. Related: How to Respond When You Hear, "I Want a Raise" >> Implementing a More Positive Employee Performance Review Experience If the “old way” seems a bit broken, then what can be done to transform the performance review and make it something truly beneficial to a company? After all, you are taking the time to evaluate your employees and assess their performance, you likely want this time spent to culminate in positive results, right? In order to reenergize the performance review process, you might focus instead on: 1. Coaching Versus Reviewing By reaching out to those employees who may be struggling and taking the approach of coaching/mentoring versus a “one and done” review process, you open the door to a communicative and more welcoming company culture. 2. Make It an On-Demand Review Rather than do a yearly performance review at one set time, create more of an on-demand review system. Throughout the year engage with employees, create a meaningful feedback loop and look for coaching moments that can actually help employees when that help is most needed. 3. Implement a More Democratic Review Process Traditionally, employee performance reviews are about evaluating employees; what about reviewing the managers. In structuring a review system that also gives the employees a voice regarding their experience with leaders and managers, you help employees feel more empowered and thus more valued. Rethinking Reviews: How a Fresh Approach Can Reenergize Performance Management The performance review is not necessarily dead as some might claim, rather, it is, in some cases, in need of a shakeup. If you are struggling with how to newly approach the concept of a performance review and need to speak with certified HR professionals, we can help. Contact the consultants at Axcet and see how our services might be able to benefit you.", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2021-12-02", "dateModified" : "2025-05-21", "datePublished" : "2021-12-02", "description" : "Letting employees know how they’re performing and therefore giving them insight into how they might improve, how they can build upon the strengths they have and where subsequent gaps in their skillset might exist is critical to productivity. Performance is something, however, that can be tricky to measure. 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