It’s performance review season. Let’s make it count!
Performance reviews are looming, and let’s be honest—most of them feel like a tedious box-ticking exercise. But they don’t have to be. This is your chance to turn a “meh” moment into something meaningful (oops, we mean game-changing).
By leaning into empathy and leveraging personality profiling, you can transform performance reviews into powerful conversations that inspire, motivate, and connect. Forget the old-school, robotic style—it’s time for something fresh.
In a recent conversation with a leading HR advisor, the need to shake things up became crystal clear. They work with a business that ticks all the boxes – they have systems and processes in place, 360 feedback, documentation, leader training, you name it.
But the feedback from individual team members was that the performance conversations were pretty underwhelming. How could that be, if everything was following best practice.
And then it clicked for them – no matter how rigourous the process, the conversation still comes down to two humans in a room having a conversation. And leaders were getting it wrong. If you don’t understand someone, it’s hard to connect - and that’s where the empathy was falling down.
So today, this is what we want to focus on – how can personality insights help leaders see and understand their people. These conversations matter, and having the right data can make all the difference.
Get in touch to find out more about how you can use TALY profiling to give you the insights you need to build great teams - from recruitment onwards! Or Book a Demo today to see how easy it is to start using TALY in your business.
Why empathy should lead the way.
Empathy isn’t just a warm and fuzzy concept—it’s a performance review superpower. When leaders take the time to truly understand their team members, it fosters trust and openness.
Employees leave reviews feeling valued, not judged.
Empathy is what shifts the focus from “What did you achieve?” to “How can we help you grow?”—a subtle but powerful change. And here’s the kicker: when employees feel heard, they’re far more likely to take feedback on board and bring their best selves to work.
The Stats Back It Up:
Enhanced Engagement: Employees are three times more engaged when they receive daily feedback from their managers compared to annual feedback.
Reduced Turnover: Highly engaged employees are 87% less likely to leave their roles.
Increased Profitability: Companies in the top quartile for employee engagement are 23% more profitable than those in the bottom quartile.
How can personality insights unlock better conversations?
Personality profiling adds depth to reviews that standard metrics just can’t match. Here’s how it works:
Understanding the Leader’s Personality
Your personality impacts how you communicate and provide feedback. Are you naturally direct, or do you tread lightly? Being self-aware can help you adapt your style to meet your employee where they are.
Speaking Their Language
Different personalities process feedback differently. Someone who thrives on structure might want detailed goals, while a creative thinker might need freedom to experiment. Tailoring your approach shows that you get them.
Spotting Potential Tensions
Clashes often arise when personalities don’t align. Profiling highlights potential friction points—say, a leader who thrives on speed versus an employee who prefers careful deliberation. With awareness, you can navigate these differences more effectively.
Setting Goals That Align with Working Styles
The key to goal-setting success? Matching objectives to how someone naturally works. You wouldn’t ask a free-spirited innovator to follow a rigid routine—or an order-loving planner to “wing it.”
What can you do to make your reviews amazing?
Are you ready to try things a little differently? Here are a couple of ideas on how you can weave personality insights into your feedback conversations. Hopefully this gets your creative ideas flowing - the most important thing is to take a moment, think about your point of view, think about theirs, and find a way to meet in the middle
(or just use TALY to give you the insights you need when you need them 😀)
Start with Self-Awareness
Take five minutes to reflect on your own personality traits before the review. Are you prone to being too critical? Too vague? A quick check-in can help you balance your tone and approach.
Tailor Your Feedback
Use personality data to personalize your comments. Highlight achievements in ways that resonate with the individual’s values—whether it’s their creativity, reliability, or ability to connect with others.
Focus on Future Growth
Frame feedback as a steppingstone for development, not a list of shortcomings. When setting goals, tie them to the person’s natural strengths and working style to boost engagement.
End on a High Note
Celebrate wins in a way that matches their personality. A big-picture thinker might love hearing how they’ve impacted the company, while a detail-oriented person might appreciate acknowledgment of their precise contributions.
At TALY, we believe performance reviews should be dynamic, inspiring, and personal. By using personality profiling, you can unlock deeper connections and create conversations that truly matter. Ready to give it a go?
The TALY approach to personality profiling brings together a unique mix of Five Factor and Emotional Intelligence profiling to help organisations, hiring managers and teams to make better decisions about recruitment and teams.
Get in touch to find out more… we love talking about this stuff! Or Book a Demo today to see how easy it is to start using TALY in your business.