Employee Perspective
โAm I doing ok or failing silently?โ
โIโve been working here for over a year, show up early, stay back when needed, take initiative.โ
โBut never had a formal review, the occasional โgood jobโ messages yes, where I stand?โ
โMy colleague got promoted, what about me? Am I not good enough?โ
โDonโt know what my KPI is, donโt know how my boss measures success, donโt know if Iโm underperforming or just being overlooked.โ
I want to grow but Iโm flying blind.
Employer Perspective
โWe donโt believe in rigid reviews.โ
โWe give feedback daily why do we need formal reviews?โ
โI donโt want people to be scared of appraisals.โโ
โWeโre a lean team no time for forms and ratings.โ
๐ฅ๐๐ฒ๐ฟ๐ฒโ๐ ๐๐ต๐ฒ ๐ฟ๐ฒ๐ฎ๐น๐ถ๐๐
Casual feedback โ performance management.
When thereโs no structure, these tend to & can happen
๐Employees donโt know where they stand
๐Good performance goes unacknowledged
๐คPoor performance is left unchecked until it explodes
๐งญNo direction = no growth
HR will always be busy attending to legal challenges when things are unclear.
The truth ?
Even a basic review system brings clarity, fairness, focus.
Itโs not about paperwork, itโs about conversations with purpose.
โ What businesses can do instead of rigid โcorporateโ appraisals
1๏ธโฃ Set 6-month or annual review check-ins
Keep it light but consistent
Make it about development, not just evaluation
2๏ธโฃ Define a few key goals
Role-specific KPIs (not too many 3 to 5 is enough)
Behavioral expectations (teamwork, attitude, etc.)
3๏ธโฃ Use the 3-question method
Whatโs going well?
Whatโs not working?
What do you want to improve or learn?
4๏ธโฃ Document outcomes
Even a simple summary by email helps track growth and ensures accountability.
Some swore by using MOMs to manage this, depends, not all workplace culture can do this.
A Real Example
A business owner I worked with was frustrated by a team leadโs inconsistency.
The truth to it, they had no record of expectations or past feedback.
Once we started quarterly reviews, 1-to-1 coaching and engagement on monthly basis
โญThe team lead improved focus
๐ฅCommunication with the boss & team improved
๐คA promotion path became clearer based on real growth
๐๐ถ๐ป๐ฎ๐น ๐ง๐ต๐ผ๐๐ด๐ต๐
Informal feedback is great but it canโt replace structured reflection, employees want to be “seen”
They want to know:
โAm I doing well?โ
โWhatโs next for me here?โ
โHow can I grow?โ
A simple review process answers all of that + builds a TRUST culture.
People stay where theyโre developed, not just tolerated.
I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace
#HRMythBusters #Leadership #FutureOfWork
This article originally appeared on LinkedIn by Kevin Goh โ Director. You can read the full post here. Adapted and shared with permission.
