Are Performance Reviews Effective? Rethinking Feedback in Human Performance Healthcare Teams

Performance reviews have long been a standard practice in workplaces—including healthcare and high-performance sports settings. But are they effective?

Traditional once-a-year performance reviews have been widely criticized for being too infrequent, one-sided, and often stressful. As a result, many organizations are shifting towards continuous, coaching-based feedback to drive better engagement, growth, and performance.

For leaders in human performance healthcare, getting feedback right is critical—not just for individual development, but for team efficiency, retention, and ultimately, athlete success.

In this post, we’ll explore:

• Why traditional performance reviews may not work in healthcare teams
• The best frequency for performance discussions
• Key elements of an effective feedback process
• Proven frameworks for coaching and development

 

 

Are Performance Reviews Effective?

Traditional annual performance reviews often fall short because they:

• Happen too infrequently – Feedback given once a year isn’t timely enough to drive meaningful change.
• Feel like a one-sided judgment – Leaders dominate the conversation, making it feel like a report card rather than a development opportunity.
• Create stress rather than engagement – High-stakes, infrequent reviews increase anxiety and may even demotivate employees.

 

However, when done well, performance discussions can:

• Improve engagement and retention by ensuring employees feel valued and supported.
• Provide clarity on goals and expectations, helping team members stay aligned with department objectives.
• Strengthen relationships between leaders and staff, creating an environment of trust and open communication.
• Drive professional growth and motivation, ensuring team members continue to develop their skills and career paths.

 

Bottom Line: Performance reviews only work when they are regular, constructive, and forward-looking.

 

 

How Often Should Feedback Be Given?

The most effective approach is continuous feedback, rather than a once-a-year review. Many top-performing organizations now use a layered approach to feedback:

 

1. Quarterly Check-Ins

Purpose: A structured discussion about progress, challenges, and professional growth.

• Ensures accountability and long-term goal tracking
• Gives space for reflection without overwhelming team members.

 

2. Monthly or Biweekly Coaching Conversations

Purpose: Short, informal discussions to provide real-time feedback and course corrections.

• Helps team members adjust quickly rather than waiting months for feedback.
• Reduces stress by making feedback a regular, natural part of the workflow.

 

3. Annual or Semi-Annual Career Development Discussions

Purpose: Long-term career planning, leadership development, and training opportunities.

• Helps employees see a clear career trajectory within the organization.
• Strengthens retention by reinforcing growth and progression.

 

Bottom Line: Regular feedback, not just annual reviews, leads to better engagement and continuous improvement.

 

 

What Should Be Discussed in a Performance Review?

Performance discussions should be forward-looking and development-focused, rather than just an evaluation of past work.

A high-impact performance discussion includes:

 

1. Goal Alignment

• How well is the employee meeting expectations?
• How are they contributing to team objectives and athlete outcomes?

 

2. Strengths and Achievements

• What are they excelling at?
• How can their unique strengths be leveraged further?

 

3. Development Areas (Without Blame)

• What are growth opportunities and how can they improve?
• How can leadership support their learning and development?

 

4. Well-being and Engagement

• How is their motivation and job satisfaction?
• Are they feeling supported, challenged, and engaged?

 

5. Career Aspirations

• Where do they see themselves in the next 1-3 years?
• What leadership, training, or specialization opportunities are available?

 

Bottom Line: Performance discussions should focus on growth and development—not just evaluation.

 

 

Best Frameworks for Effective Feedback

Several proven coaching frameworks help structure more meaningful performance conversations:

 

1. The Feedforward Model (Marshall Goldsmith)

What it does: Focuses on future improvements rather than past mistakes.

• Encourages growth-oriented discussions instead of blame.
• Helps employees see a clear path forward.

Example Question: “What’s one skill you’d like to improve over the next 3 months, and how can I support you?”

 

2. The GROW Model (Goal, Reality, Options, Way Forward)

What it does: Guides employees through structured goal-setting and problem-solving.

• Helps them set clear goals and create an action plan.
• Encourages ownership of personal growth.

Example Question: “What’s a challenge you’re facing, and what are some possible solutions?”

 

3. Radical Candor (Kim Scott)

What it does: Encourages direct, honest feedback while showing care for the employee.

• Helps leaders build trust and strengthen relationships.
• Encourages constructive conversations without fear.

Example Question: “Here’s something I think you do really well. Here’s an area I’d love to see you develop further—how can I help?”

 

4. Strengths-Based Coaching (Gallup’s CliftonStrengths)

What it does: Focuses on leveraging strengths rather than just fixing weaknesses.

• Boosts engagement by helping employees use their natural talents more effectively.
• Encourages higher job satisfaction and confidence.

Example Question: “What part of your job do you feel most energized by, and how can we maximize that?”

 

Bottom Line: The right coaching framework makes feedback more structured, constructive, and motivating.

 

 

Final Thoughts

For leaders in high-performance healthcare teams, the traditional annual performance review is no longer enough.

Instead, adopting a coaching mindset—with frequent, constructive, and personalized feedback—creates a stronger, more engaged, and higher-performing team.

 

 

Key Takeaways:

• Ditch the annual review in favor of continuous feedback.
• Use a layered approach: Quarterly check-ins, monthly coaching, and long-term career discussions.
• Keep reviews forward-focused, development-driven, and engaging.
• Use proven coaching frameworks (Feedforward, GROW, Radical Candor, Strengths-Based Coaching).

 

How does your team currently handle performance feedback?

 

 

Mentorship is one of the ten pillars for success in human performance healthcare teams.

>Explore the other pillars here

 

 

Are you an effective human performance healthcare leader?

>Complete this 2 minute scorecard to determine your strengths and growth opportunities.

 

 

References:

Goldsmith, M. (2002). Try Feedforward Instead of Feedback. Marshall Goldsmith.

Whitmore, J. (2017). Coaching for Performance: The Principles and Practice of Coaching and Leadership. Nicholas Brealey Publishing.

Scott, K. (2017). Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity. St. Martin’s Press.

Rath, T. (2007). StrengthsFinder 2.0. Gallup Press.