1️⃣ Frequency & intent
Coaching Performance Reviews happen every 90 days.
They’re not about judging the past — but about learning, alignment, and growth.

2️⃣ Grounded in clear scorecards
The conversation is anchored in a scorecard the team member owns, typically covering:
• Core Values
• Accountabilities
• Core Competencies
• Metrics

The team member completes a self-assessment.
The team lead completes theirs (with optional peer input).

3️⃣ A two-way conversation (not a verdict)
This is not a manager talking at someone.
It’s a structured dialogue.

The most valuable moment?
👉 Where the scores don’t match.

That gap is gold.
It’s where assumptions surface, understanding deepens, and real coaching happens — both ways.

4️⃣ Feedback flows upward too
The final section flips the lens.

Team members give feedback to their leader, for example:
• How well were you supported this quarter?
• What did your leader do well?
• What could they improve next quarter?

This is how organizations build stronger leaders, trust, and accountability — not fear.

Performance doesn’t improve through evaluation.
It improves through coaching, clarity, and conversation.