Let’s get something straight: If your employees are shocked during their performance review, you’re doing it wrong.
A review shouldn’t feel like a surprise party (and if it does? Bring cake. And maybe balloons.)
Here’s the reality: We are transitioning in how employees expect feedback—across ALL generations.
Whether it’s Gen Z, Millennials, or even seasoned pros, today’s workforce has grown used to constant updates, instant messaging, and real-time reactions. Social media, texting, and even modern project management tools have rewired how people expect communication to happen.
If you don’t give frequent feedback, buckle up buttercup because you need to start changing your ways if you want a productive team.
Why Do Employees Feel Blindsided?
- You’re avoiding tough conversations all year.
- You assume “if they’re still here, they’re fine.” (They’re not.)
- You’re using the annual review as the moment to coach, instead of all year long.
- You think silence equals satisfaction. (Spoiler: It doesn’t.)
What Today’s Workforce Expects:
- Consistent, direct feedback. Don’t save it up. Share it as it happens.
- Ongoing check-ins. Monthly 1:1s should be a baseline, not a luxury.
- Clarity. Employees want to know where they stand and what success looks like.
- Recaps, not surprises. If your performance review is “news” to your employee, it’s a management fail.
The Solution? Ditch the Surprise Reviews.
- Make feedback normal. Small, regular conversations prevent big, dramatic ones.
- Stop overthinking it. “Good job on that presentation.” “Hey, next time, try…”—that’s feedback.
- Document along the way so reviews aren’t a scramble.
Final Thought: Reviews Should Confirm, Not Shock.
Employees should walk into their review knowing exactly what’s coming. A performance review should feel like:
“Yep. That tracks.”
Not:
“Wait, what?”
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