How to run reviews that don’t suck

7 steps + templates to make reviews actually work

Hey Entrepreneur,   Years ago, I hired an outside firm to "professionalize" our employee performance reviews.    40 questions.  Fancy forms.  1-on-1 meetings with titles like "Discussion about future."    Morale tanked. A few A-players quit.   And it was all my fault.   Since then, we stripped reviews to what actually matters, and I just walked through it in my latest YouTube video: Watch: How to Run Performance Reviews That DON'T SUCK   Here's the gist: Fit + Effectiveness: Don't grade only "results" or only "culture." Score both so you stop rewarding the wrong behavior and tolerating the wrong people. The 7-Step Review Rhythm: Objective scoring, self-scores, a real conversation, and a documented growth plan. One extended 1:1…no theater…drama. The 2×2 Team Matrix: Plot everyone on a simple grid. You'll see who to enable, who to coach, who's a flight risk, and who's quietly slowing the whole team. This is how you keep A-players…and sleep better on Sunday night.   Talk soon, Ryan   P.S. If the walkthrough helps, grab the Team Impact Toolkit™. It has the analyzers, templates, the 1:1 script, and the alignment plan we use across 17 companies.   Send me the Toolkit >> The Scalable Company, 4330 Gaines Ranch Loop, Suite 120, Austin, TX 78748, +1 (737) 208-1716 Unsubscribe Manage preferences