Employee Development
Discover key takeaways from Wonderlic’s recent webinar on turning performance reviews into coaching conversations that impact future performance. Learn why traditional reviews stop at feedback and how practical shifts help managers set clear expectations, build employee ownership, and define what happens next.
Most performance reviews end with a recap instead of a clear roadmap forward.
That is a missed opportunity to turn feedback into action. In our recent webinar, Making Performance Reviews Matter, Wonderlic’s Kati Lechner, along with Pamela E. Pollak, Ph.D. of Hertz and Jennifer Handel-Richter of Ascension, explored why many performance conversations fall short.
They discussed how ambiguity increases anxiety, why feedback often starts with assumptions instead of conversation, and how asking open-ended questions helps managers understand what is actually going on and guide employees toward a path forward.
Here are the highlights.
Webinar Speakers
Kati Lechner
Senior Director of Learning - Wonderlic
Pamela E. Pollak, Ph.D.
Senior Director Talent Management - Hertz
Jennifer Handel-Richter
Vice President of Associate and Labor Relations - Ascension
The Problem with Performance Reviews
Most performance reviews focus on what already happened.
They recap performance, document feedback, and highlight gaps. But they don’t address a more important question: what should happen next?
Without clear direction, employees leave with feedback but no path forward. Managers complete the process, but performance does not meaningfully change.
Over time, this turns performance reviews into a routine exercise rather than a tool for development.
Why Feedback Alone Doesn't Drive Change
Feedback on its own does not lead to change.
When feedback is vague or disconnected from the work, employees are left to interpret what it means. Statements like “be more strategic” or “improve communication” do not provide enough direction to act.
As discussed in the webinar, ambiguity increases anxiety. When people do not know what to do differently, they are less likely to take action.
Feedback becomes more effective when it is tied to clear expectations and focused on what should happen next.
The Manager's Role in Turning Feedback into Action
Whether feedback leads to change depends on how managers approach the conversation.
A common mistake is assuming why something happened. Managers often assign intent or jump to solutions without fully understanding the situation. This leads to feedback that misses what is actually going on.
Instead, effective managers focus on understanding first.
They ask open-ended questions, listen to how the employee sees the situation, and create space for a real conversation. This helps uncover what is actually happening and makes it easier to identify the right next steps.
When managers shift from telling to asking, feedback becomes something employees can act on.
Key Shifts to Turn Reviews into Coaching Conversations
Turning performance reviews into coaching conversations requires a few clear shifts in how managers approach the discussion.
- From telling to asking
Start with open-ended questions to understand what is happening before offering direction
- From assuming to understanding
Avoid assigning intent. Focus on what the employee is experiencing and how they see the situation
- From fixing to developing
Move beyond correcting gaps. Focus on how the employee can grow and apply feedback moving forward
- From owning the solution to sharing it
Involve the employee in defining next steps so they take ownership of the outcome
- From recap to direction
Ensure every conversation ends with a clear understanding of what to do next
These shifts help move performance reviews from a routine exercise to a conversation that drives action.
Personalizing Conversations with Wonderlic Develop
One of the biggest challenges in performance reviews is making feedback specific enough to act on.
Without clear data or structure, conversations often rely on general observations. This makes it harder to connect feedback to actual expectations or day-to-day work.
Wonderlic Develop helps address this by providing insight into how employees approach their work. Managers can use these insights to make feedback more relevant and tied to real behaviors.
Instead of broad feedback, conversations become more focused on what the employee does well, where they need to adjust, and how that connects to their role.
This makes it easier to define expectations and agree on what should happen next.
One Shift Can Change the Outcome
Performance reviews do not need to be a routine exercise that leads to the same results.
A small shift in how the conversation is approached can change the outcome. When managers focus less on delivering feedback and more on understanding, the conversation becomes more useful.
Employees leave with a clearer sense of what is expected and what to do next. Managers gain a better understanding of what is actually happening.
Over time, this shift turns performance reviews into a more consistent and effective way to support development.
[Watch the Full Webinar on Demand]
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