Turning Performance Reviews into Growth Conversations

Growth Conversations are another powerful example of how people-first organisations get better results.

Performance reviews often get a bad reputation for being uncomfortable, one-sided, or purely procedural. But when they’re done well, they become something much more powerful: a genuine growth conversation. At Holla HR, we believe reviews shouldn’t be about ticking boxes — they should be about connection, clarity, and helping people thrive. And like anything in business, the more you put in, the more you get out.

Here’s how organisations can shift from “performance management” to performance development.

⭐ 1. Start with a People-First Mindset

Before any processes, forms or expectations. The most important ingredient to the 'people-first pie' is connection.

Use these conversations as an opportunity to check in with your employees and open the door for communication both ways — not just from manager to employee.

Growth-focused conversations start with:

• Care → not judgement

• Openness → not formality

• Dialogue → not monologue

When leaders show they’re invested in an employee’s success, not just their outputs, people feel safer, more supported, and far more motivated. A people-first mindset sets the tone long before the conversation even begins.

⭐ 2. Make it a continuous conversation

The annual performance review is a great first step, but growth doesn’t happen once a year… and neither should feedback.

Regular, informal check-ins mean:

• Less pressure. No more building up to one “big” review day. Progress becomes an ongoing journey.

• Early intervention. Challenges are spotted and solved before they grow.

• Real-time celebration. Wins are recognised in the moment, reinforcing motivation.

• Stronger relationships. By the time the annual review comes around, both sides already have a solid foundation of trust and communication.

Continuous conversations encourage consistent development rather than once-a-year corrections.

⭐ 3. Shift the focus from Evaluation to Development

Traditional reviews often spend too much time looking backwards. For underperforming employees, this can increase pressure, reduce confidence, and widen the gap rather than close it.

Reframe the conversation to focus on:

Strengths we can build on...

What does this person naturally excel at?

How can we help them do more of what they’re good at?

Opportunities they want to explore...

Where do they feel less confident?

Could training, shadowing, or mentoring bridge the gap?

Support they may need...

Employees don’t always initiate these conversations — especially if they’re struggling.

Often, a small adjustment can remove a huge barrier.

For example:

Is a working parent consistently stressed arriving after the school run?

A simple shift in working hours could transform their day — and their performance.

Clear, achievable next steps

When you meet regularly, you can set small, meaningful focus points instead of overwhelming, year-long goals. Progress becomes manageable — and success becomes visible.

⭐ 4. Ask better questions

Great questions unlock great conversations. They encourage honesty, reflection, and self-awareness — and they signal that the employee’s voice matters.

Here are powerful, people-first questions managers can use:

Reflective questions

• What achievement are you most proud of recently?

• What part of your role feels most energising right now?

• Where have you felt challenged, and what support would help?

Forward-looking questions

• What skills would you like to develop next?

• If you could reshape part of your role, what would it be?

• What opportunities excite you for the year ahead?

Relationship questions

• How can I support you better as your manager?

• What do you need from me that you’re currently not getting?

Better questions = better conversations = better outcomes.

⭐ 5. Celebrate progress not just outcomes

Progress is powerful — and often overlooked.

Instead of focusing only on whether a project is “finished” or “on target”, focus on the journey:

✔ “How’s it coming along?”

✔ “What’s working well?”

✔ “Are there any roadblocks I can help with?”

✔ “What have you learned so far?”

When employees feel their effort is noticed — not just their results — motivation soars. They feel valued, their work feels meaningful, and they know they’re contributing to something bigger.

In the end, the outcome is often stronger people and a stronger business.

When performance reviews shift from regimented, one-way evaluations to meaningful, growth-focused conversations, something powerful happens:

• Teams feel heard

• Employees feel supported

• Leaders feel more confident

• Engagement increases

• Retention improves

• Performance rises

• And the whole business becomes happier and healthier

At Holla HR, we’re not just paperwork and policy.

We coach leaders to build confidence in having these very human conversations — because when you invest in your people, everything grows with them.

Think of your people as the branches of your tree.

The stronger and further they grow, the more leaves you gain…

and the more beautiful your organisation becomes.

Get in touch today to discuss how we can support your leaders and strengthen your people processes.