Performance reviews suck. Let’s fix that.

In partnership with

Hey remoter — Samantha here 👋

It’s that time of year again… performance review season.

For most teams, this means:
😬 Awkward feedback conversations
📑 Long, vague review forms that no one actually reads
⏳ A once-a-year meeting that doesn’t change much

And if we’re being honest? Most performance reviews suck.

They’re too infrequent, too focused on the past, and too vague to be useful.

But when done right, they’re one of the most powerful tools for growth, retention + trust-building in a remote team.

So let’s fix them.

In 5 mins or less, you’ll learn👇

> The biggest mistakes leaders make with performance reviews.
> Why most feedback is too vague to be useful and how to fix that.
> A simple framework for reviews that drive real improvement.

Plus, my favourite performance review questions that lead to better conversations, not just awkward meetings.

ICYMI (if you’re new here 👋)
We recently shared:

• Hiring more people won’t fix the problem

• Messy processes are costing you more than you think

• Why taking time off makes you a better remote leader

Most performance reviews don’t work. Here’s why.👩🏻‍💻

If your team dreads reviews, it’s usually because:
🚨 They feel like a one-time event, not an ongoing process.
🚨 They focus on what went wrong, not how to improve.
🚨 They’re too vague. “Great job this quarter” isn’t feedback.

And in remote teams? These problems get even worse. When you don’t see each other daily, feedback gaps widen, and performance reviews can feel totally disconnected from actual work.

Here’s how to fix that👇

How to make performance reviews useful

✅ Ditch the once-a-year feedback dump.
Annual reviews are outdated. The best remote teams treat feedback as a continuous process with quarterly check-ins and ongoing async feedback.