Research tells us that both people managers and employees dislike the annual performance process the most; it’s time consuming and often becomes a tick box exercise and never discussed again until the next year.
But what if we thought about this differently? What if we focused on having regular quality conversations instead?
Check in Conversations ‘what are you working on and how can I help?’
Career Development Conversations
How can we take advantage of opportunities in your current position to learn new skills?
Reward Conversations ‘how do you like to be appreciated/what’s important to you?’ Difficult Conversations I want to help, so let’s talk about how we can get things back on track?’
Conversations That Actually Drive Performance
Shifting away from ratings doesn’t mean lowering standards—it means raising the quality of how we support people to succeed. When managers move from scoring performance to engaging in meaningful, ongoing dialogue, employees feel seen, heard, and motivated to improve. These conversations create clarity around expectations, encourage ownership, and build trust—something no annual rating system can achieve on its own.
By embedding regular check-ins, development discussions, and honest feedback into everyday work, performance becomes a continuous, shared responsibility rather than a once-a-year event. Over time, this approach not only improves results but also strengthens relationships, boosts engagement, and creates a culture where people are genuinely invested in doing their best work.
Fluid People Solutions can help you change how you manage performance caroline@fluidpeoplesolutions.com