Performance Review Season: Brace Yourself (and Use AI Responsibly)

It’s that time of year again. Performance evaluations are knocking on your door, and you’re probably wondering how to survive the process without losing your mind—or your team’s trust. Annual reviews often feel like a dreaded ritual that misses the mark. They can be stressful, time-consuming, and sometimes downright unhelpful. But what if you could turn this season into an opportunity for real growth and connection?

I want to walk you through why traditional performance evaluations often fail and share five practical tips to make the process better. Plus, I’ll explain how to use AI responsibly to support your feedback without letting it take over. Let’s dive in.

Performance review clutter on a desk

Why Annual Performance Evaluations Often Miss the Mark

Many HR leaders and business heads know the pain: annual reviews can feel like a box-ticking exercise rather than a meaningful conversation. Here’s why:

• Feedback is often too generic or vague. Comments like “needs improvement” or “good job” don’t guide employees on what to do next.

• Bias creeps in. Recency bias, halo effect, or personal preferences can skew ratings.

• One-time feedback isn’t enough. Waiting 12 months to discuss performance means missed chances to course-correct.

• Managers feel unprepared. Without practical performance evaluation skills, they struggle to give clear, actionable feedback.

• Employees dread the process. It can feel like a judgment day rather than a growth opportunity.

  
  

The good news? You can change this narrative with some simple, practical steps.

1. Prepare with Practical Performance Evaluation Skills

Before you start the review season, invest time in training managers on how to give clear, balanced feedback. This means:

• Using specific examples rather than general statements.

• Focusing on behaviors and outcomes, not personalities.

• Setting clear goals and expectations for the next period.

  
  

For example, instead of saying “You need to communicate better,” say “In the last project, sharing weekly updates would have helped the team stay aligned.” This kind of feedback is actionable and less likely to cause defensiveness.

2. Use AI in Performance Reviews to Support, Not Replace

AI tools can analyze large amounts of data, spot trends, and even suggest feedback points. But they should never replace human judgment. Here’s how to use AI responsibly:

• Use AI to gather objective data like project completion rates or customer feedback.

• Let AI highlight patterns but always review and interpret results yourself.

• Avoid relying on AI-generated text without personalizing it to the employee’s context.

• Be transparent with employees about how AI is used in the process.

  
  

For instance, an AI tool might flag that an employee missed deadlines in two projects. You can then explore the reasons behind this and discuss solutions during the review.

3. Make Feedback a Two-Way Street

Performance reviews should not be a monologue. Encourage employees to share their perspectives and challenges. This builds trust and uncovers insights you might miss.

Try asking questions like:

• What achievements are you most proud of this year?

• What obstacles have slowed you down?

• How can I or the company support your growth?

  
  

This approach turns the review into a conversation, not a lecture.

Close-up of notebook with handwritten performance review tips

4. Focus on Development, Not Just Evaluation

The goal of performance reviews should be growth. Use the session to create a clear development plan with:

• Specific skills to build

• Training or mentorship opportunities

• Milestones to track progress

  
  

For example, if an employee struggles with time management, suggest a workshop or pairing with a colleague who excels in that area. This shows you’re invested in their success beyond the rating.

5. Follow Up Regularly

Don’t let the annual review be the only time you talk about performance. Schedule quarterly check-ins to revisit goals, celebrate wins, and adjust plans. This keeps feedback fresh and relevant.

Regular follow-ups also reduce anxiety around the big review and help build a culture of continuous improvement.

Performance review season doesn’t have to be a dreaded chore. By sharpening your practical performance evaluation skills, using AI thoughtfully, and focusing on honest, ongoing conversations, you can turn this process into a powerful tool for growth.

Start by training your managers, then introduce AI as a helpful assistant—not a decision-maker. Make feedback a dialogue, focus on development, and keep the conversation going throughout the year. Your team will thank you, and you’ll see better results.