Throughout the year, especially in Q1, leaders across the globe engage in the formal performance review process to provide meaningful feedback that supports company and team member growth. The process is founded on the best of intentions and starts off with some great steps—collecting insights, analyzing performance, and drafting feedback to deliver guidance that fosters development. However, the delivery often falls short and results in unintended consequences that weaken and undermine the impact of these reviews, especially when integrating 360-degree feedback.
