Delivering a Performance Review with Curiosity

Delivering a performance review with curiosity can be a game changer for both you and your team members.  Have you ever sat in a performance review where it felt like your boss was giving you feedback that didn’t resonate?  Or shared general feedback (to protect the anonymity of the provider) that was not helpful?  Has it felt like you were being reprimanded and didn’t agree with the input but felt you had no leverage to push back? Now the million-dollar question…. Have YOU ever delivered a performance review this way?   If so, read on.

Unfortunately, many managers approach performance reviews as a one-sided evaluation, a checklist of strengths and weaknesses delivered with certainty – not as a conversation to help you grow. What if, instead, you adopted curiosity as the driving force behind these conversations? A performance review conducted with curiosity fosters openness, mutual learning, and a stronger sense of collaboration. This approach transforms evaluations from routine assessments into meaningful exchanges that inspire development and motivation.

Delivering a performance review with curiosity signals to the employee that this is not merely a judgment session, it’s a conversation. Instead of approaching feedback with definitive statements, ask a question instead.  Here are a few examples:

Addressing a Strength

• Traditional Approach: “You’ve done well in handling customer complaints. Keep up the good work.”
• Curious Approach: “I’ve noticed that you excel in resolving customer complaints. What strategies do you find most effective? Are there any challenges you face that we could work on together?”

Discussing Areas for Growth

• Traditional Approach: “Your project deadlines have been inconsistent. You need to improve your time management.”
• Curious Approach: “I’ve noticed some challenges with meeting deadlines. What obstacles have been getting in the way? Are there any resources or strategies that could help you stay on track?”

Encouraging Career Development

• Traditional Approach: “You’re doing fine in your current role. Let’s keep things steady.”
• Curious Approach: “I’m really impressed with your work. Where do you see yourself growing in the next year? Are there any skills or experiences you’d like to develop further?”

By asking questions, managers invite employees into the discussion, creating an environment where feedback is received with openness rather than defensiveness. Curiosity also alleviates the pressure employees might feel during reviews. When employees sense that their manager is genuinely interested in their experiences, challenges, and aspirations, they are more likely to engage in honest conversations. This leads to productive discussions where employees feel heard rather than criticized.

A curious approach to performance reviews encourages employees to actively reflect on their own progress. Instead of simply being told what they did right or wrong, they are given the space to analyze their own performance. This self-reflection fosters independence, accountability, and personal development. A manager can say, “What strategies have helped you be successful this year?” or “If you could improve one aspect of your performance, what would it be?” These questions encourage employees to explore their potential rather than passively absorb information.

Furthermore, curiosity allows managers to identify the root causes of challenges rather than making assumptions. It encourages leaders to inquire about underlying factors like unclear expectations or external obstacles that they need to address to support the employee.

Employees thrive in environments where they feel valued and respected. A curious leader demonstrates genuine investment in their employees, strengthening relationships and boosting morale. When employees perceive their manager as someone who wants to understand them rather than just evaluate them, their engagement with work increases. They feel empowered to contribute ideas, voice concerns, and collaborate effectively. In contrast, a rigid and authoritative approach to performance reviews can erode trust, discouraging honest dialogue and growth.

Moreover, curiosity enhances the ability to provide tailored support. When managers take the time to understand their employees’ goals, working styles, and challenges, they can offer personalized guidance that resonates. This results in employees feeling motivated to improve rather than overwhelmed by criticism.

Here are a few additional strategies that I have found helpful in delivering a strong and impactful performance review:

• Gather 360-degree feedback – Ensure you are encompassing the employees’ input, as well as peers, leaders, customers, and your own.
• Be prepared to give examples – Highlight behaviors and outcomes you really appreciated and areas of improvement, and align expectations with the employee on these examples.
• Send the written review in advance – Most individuals need time to process and prepare, especially introverts.
• Let the employee guide the discussion – Ask them how they want to approach the conversation – where would they like to spend the time? What would be most important for them and their growth and development?
• Keep the feedback balanced – This goes for both the under and over performers and everyone in between. Find the positives and the areas of growth and align the commentary to any scores or rewards you are giving so there is alignment and clarity.

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