Welcome back to Cardcast! Today, we’re going to be talking about Reviews, Ratings, & Feedback.

When I talk to leaders and teams about “reviews,” I know exactly what comes to mind. Traditional performance reviews are dreaded, confusing, often tied only to raises, and frankly, mostly useless.

They take a ton of energy and produce almost nothing helpful. So I make it clear from the beginning: we are not doing performance reviews, we are doing coaching reviews.

I always pair coaching reviews with consistent one-on-one leadership. Feedback works best when it happens frequently and close to the moment it matters. I love the way color ratings make expectations visible: red means something is not working and we need a real conversation, green means good, and super green deserves recognition.

The most powerful rating is yellow, or as I explain it now, good for now. It signals that things are working today, and that we still need to talk to make sure they continue to work as the business grows. There is no element of surprise, no fear, just clarity and collaboration.

And when we do this right, the team feels supported, coaching becomes simple, and reviews take minutes instead of hours. The goal is not to avoid difficult conversations but to create a structure that makes them easier and more constructive.

Coaching reviews are a right of every team member and one of the easiest ways to build alignment, improvement, and momentum. So I ask leaders: how are you giving feedback, and what opportunities are you creating for your team to help you grow, too?

Key-Card points:

• Are traditional performance reviews ineffective?

• How scorecards create clear expectations for each role.

• The ideal review cadence for real improvement

• Eliminating surprise through frequent coaching

Links & Resources

• Reviews, Ratings, & Feedback

• Veverka.ca

Connect with Milan

• Veverka.ca

• LinkedIn

Connect with Ged

• Crystalyzer.com

• LinkedIn

CardCast is produced by Lovemore Media.