Performance Reviews Are a Leadership Tool — Not a Checklist

A reflection from Jill Stuber, Catalyst Co-Founder

One of the most memorable pieces of feedback I ever received from a team member?

“Just respond to my email.”

At first, I was confused.
I’d asked for a deliverable, they sent it, I used it. In my mind, that was efficient. Why add another email to their inbox with a “Thanks”?

But that wasn’t the point.

What felt efficient to me felt ungrateful to them.
And that moment — small as it was — became one of the biggest leadership lessons I’ve ever had.

Because feedback isn’t always formal.
Sometimes, it shows up in the simplest exchanges and still carries the biggest weight.

It reminded me that trust is built in the follow-through.
And that the best leadership moments often begin with presence—not performance.

Why Reviews Feel Broken

If performance reviews make your stomach drop… you’re not alone.

For most food leaders, these conversations feel like pressure cookers:
One shot to say it all. One chance to “get it right.”
No wonder so many leaders avoid them—or rush through them.

But the real issue?
We’ve turned something meant for growth into a high-stakes ritual that reinforces power dynamics instead of partnership.

📊 Only 14% of employees strongly agree their performance reviews inspire them to improve.
Gallup, 2023

When people don’t know what’s coming, don’t feel heard, and don’t walk away with clarity—they disengage.

What if we used reviews to lead instead of judge?

At Catalyst, we approach reviews through the lens of our Catalyst Method™ — Spark, Shift, Sustain — to help leaders move from reactive to intentional. Here’s what that looks like:

⚡ Spark: Build Awareness
A review shouldn’t be a surprise—it should be a reflection point.
Start with shared clarity: “What’s working? What’s not?”
Let your team member speak first.
Use your values and leadership principles as the lens.

From their view: “Am I seen and understood?”
From your view: “Am I clear and consistent?”

🔄 Shift: Create a Rhythm
Leadership isn’t about grand gestures. It’s about consistent presence.

Move from annual dread to monthly micro-conversations.
Don’t wait for problems—reinforce what’s already working.
Offer feedback in real time, not six months too late.

💬 “I feel like my boss has my back” starts when feedback becomes a rhythm—not a surprise.

🔁 Sustain: Make It Stick
Make feedback part of your culture, not just your calendar.

Revisit team goals in your reviews.
Pair observations with actual growth plans.
Connect performance to your broader leadership development strategy.

📊 Companies that invest in manager development see 27% higher employee performance and retention.
Association for Talent Development, 2023

From Evaluation to Empowerment

The strongest teams don’t avoid feedback.
They normalize it.
They learn from it.
They grow because of it.

That starts with us—leaders who stop treating reviews like a chore, and start using them as a tool for trust, clarity, and alignment.

Not all feedback moments happen in a formal review.
But every review is an opportunity to lead with intention.

Ready to lead reviews differently?
🧰 Download our free tool: Make the Case for Development — a tool to help you advocate for system-wide leadership growth.
🎙Catch our Real Talk podcast episode on this subject HERE