Most small businesses approach performance reviews like a dental appointment - necessary but painful, done once a year, and rushed through as quickly as possible.

Surprises shouldn't happen in annual reviews. If it's the first time someone's hearing about a problem, you've already failed.

Clarity is respect.

✅ Tell them where the gap is
✅ Be specific
✅ Be honest
✅ Be kind — but firm

There's something magical about watching new managers discover their leadership style, learn to navigate challenging conversations, and build the confidence to support their teams effectively. The energy in the room yesterday was infectious - so many "lightbulb moments" and genuine engagement.

The SME-friendly solution? Start simple with monthly check ins:

🟢 What's going well?
🟢 What's challenging?
🟢 How can we support you better?

Document the conversation. That's it.

Being an empathetic leader is a superpower, not a weakness. However, empathetic leaders need the right HR partner who can handle the challenging aspects of people management whilst honouring their company culture and values.

Appraisals aren't about judgment. They're about preparation for success.

The Client results speak for themselves. This time around, the appraisals were slick, efficient, and productive. There were no surprises because ongoing dialogue had addressed issues as they arose. The conversations could focus entirely on development and future growth rather than rehashing past problems.

As we approach mid-year, many businesses are preparing for performance reviews. But are your appraisals actually delivering value, or have they become a bureaucratic exercise everyone dreads?

We've been working with this SME in Sussex for a number of years now, that whilst mega successful has now grown beyond the small family business it once was.

Now with 20+ employees, it needed a more structured approach to performance and development without being corporate or bureaucratic.

Here’s what we delivered ….

Here's the reality, your people want to know how they're doing NOW, not in 6 months time. They want to grow, develop and be challenged. But most importantly? They want to be heard.