Top 3 Red Flags to Watch Out for During a Staff Performance Review

Staff performance reviews are one of the best opportunities to have an open conversation with your employees, set goals, and address any concerns. However, these reviews can also reveal underlying issues that you might not have been aware of. As a leader, it’s important to recognise these red flags early on so you can take action before they become bigger problems.

Here are 3 key red flags to watch out for during a staff review.

🚩 Flag 1 - Lack of Accountability

One of the biggest warning signs during a review is when an employee consistently avoids taking responsibility for their actions. If you’re hearing a lot of "it’s not my fault" or "I had no choice," it’s time to take a closer look. Everyone has challenges at work, but refusing to own mistakes or shortcomings can lead to a culture of blame rather than one of growth.

Why is this a red flag?

A lack of accountability can point to bigger issues like disengagement, unclear expectations, or even inadequate training. If employees aren’t willing to take responsibility for their actions, they’re less likely to grow and improve. Over time, this kind of attitude can spread throughout the team and create a toxic work environment.

What can you do about it?

During the review, make sure to address this head-on. Instead of letting the employee deflect, guide them towards seeing how they can take ownership of situations in the future. Offer specific feedback and set clear, measurable goals so they know what’s expected moving forward. If this is a recurring issue, it might be a sign to look at your team training or even consider a role reassessment.

🚩 Flag 2 - Defensiveness or Denial of Feedback

Another major red flag is when an employee becomes defensive or denies the feedback they’re given. It’s human nature for people to get defensive when they feel criticised, but when this happens consistently or escalates into an argument, it’s a sign that there may be deeper issues.

Why is this a red flag?

Defensiveness during a review can point to insecurity, a lack of trust, or sometimes fear of job loss. When an employee refuses to acknowledge areas for improvement, it prevents them from growing and makes it harder for you as a manager to guide them. If this behaviour is a pattern, it can be damaging to your team’s overall performance and morale.

What can you do about it?

Try to remain calm and keep the conversation productive. Instead of getting frustrated, ask questions to understand why the employee is responding the way they are. You might discover that they feel unsupported, overwhelmed, or even misunderstood. If defensiveness persists, consider bringing in a third party, like an HR consultant, to help facilitate the conversation and rebuild trust.

🚩 Flag 3 - Disengagement or Lack of Motivation

Disengagement can be subtle, but it’s often the most telling sign of an employee who’s checked out. If an employee seems uninterested during the review, isn’t offering ideas for improvement, or lacks enthusiasm about their work, it’s a sign they may not be fully invested.

Why is this a red flag?

Disengaged employees are not only less productive but can also influence the morale of their colleagues. If they’re not motivated, their work might slip, and they might start disengaging from the company’s goals and values. Over time, this disengagement can become contagious, leading to higher turnover and lower team performance.

What can you do about it?

The first step is to dig deeper. Ask the employee about their work, how they feel about their role, and if they’re facing any challenges. They might be dealing with burnout, a lack of direction, or a mismatch between their skills and their responsibilities. Once you’ve identified the cause, you can offer solutions, whether it’s adjusting their workload, giving them new challenges, or providing more opportunities for professional growth.

Staff reviews should be about growth – for both you as a leader and for your team. Keep an eye on these red flags to stop small issues from turning into bigger challenges. If hard conversations or ongoing issues are holding you back, it might be time to get some outside support.

I work with leaders like you to tackle these challenges head-on. Whether it's structuring reviews, offering training, or sorting out conflicts, I’m here to guide you and keep your team engaged, motivated, and performing at their best.

Get in touch today to see how I can help!

Need help? Contact us today - sandra@hrconsultingtas.com.au or 0408 408 225  

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