Summary of Fearless Performance Reviews

Coaching Conversations that Turn Every Employee into a Star Player

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Fearless Performance Reviews book summary
Everyone hates performance reviews, but they can be collaborative and productive.


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Performance reviews shape employees’ pay and promotions and affect their sense of self-worth. Managers detest performance reviews and have as much on the line as their staffers due to their overall responsibility for performance. The way most companies structure performance reviews brings out the worst in everybody. The more managers turn into posturing “my-way-or-the-highway” dictators, the more employees become surly, defensive obstructionists who feel threatened by evaluations they reject. Fortunately, you can take a better path to performance reviews by facilitating “performance-coaching conversations,” instead. Organizational experts Jeffrey and Linda Russell explain how to conduct performance reviews that actually improve performance. Their “fearless performance review” construct is a solid contribution to this process, even if some steps still sound a little scary. getAbstract recommends this productive path to those charged with review policy, HR professionals, and all supervisors and managers.

In this summary, you will learn

  • Why employees and managers dislike conventional performance reviews,
  • What a “fearless performance review” is,
  • What benefits it delivers, and
  • How to organize it.


Reviewing Performance Reviews
Everyone hates performance reviews – the employees who face them and the managers who administer them. The biggest problem is performance reviews’ confrontational structure and judgmental style. Often, these reviews generate stressful conversations that make...
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About the Authors

Jeffrey and Linda Russell are principals of Russell Consulting Inc. and the authors of nine other books, including Leading Change Training and Strategic Planning Training.

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Contained in Knowledge Pack:

  • Knowledge Pack
    Performance Management
    Instead of dreading performance reviews, you can make them productive, personal and pleasant – well, okay, maybe not pleasant.

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