How Do YOU Think You're Doing?:
Creating Better Employee Reviews
Turn the review everyone dreads into a conversation that moves people forward
Most leaders don't like reviews.
ABOUT THIS SESSION
They take too long, feel unnecessary when things are going well, and feel uncomfortable when they aren't. Employees don't love them either.
This workshop flips the script. Jon Colby shows managers how to "Yes, And" both the positive and the hard parts of a review, so the conversation becomes a collaboration instead of a verdict. It starts with one powerful question: "How do YOU think you're doing?"
Participants practice real review moments in a safe, low-pressure setting, so the first time they try it isn't with an actual employee.
Who It's For
Managers, supervisors, HR teams, and organizations rethinking their review process.
What Your Team Walks Away With
TAKEAWAYS
Open reviews with questions that invite self-reflection instead of defensiveness
01
Use "Yes, And" to deliver tough feedback without shutting the conversation down
02
Make positive feedback specific enough to repeat and build on
03
Co-create goals so employees own their growth plan
04
Shorten review prep while making the conversation more meaningful
05
Dean Merder
President & CEO, TrueScripts Management Services
"We asked Jon to train our Leadership Team on his 'Yes And' program. He completely knocked it out of the park! Our team is still talking about it!"
Questions About This Session
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Start by asking how the employee thinks they're doing, then "Yes, And" their answer: acknowledge what they see before adding what you see. It turns a verdict into a conversation and lowers defensiveness.
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Make them collaborative. When the employee does as much talking as the manager, reviews feel less like a report card and more like planning together.
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Yes, when they're useful. This workshop helps leaders keep the parts that drive growth and cut the parts that just fill out a form.
Pairs Well With
Improv(e) Your Communication
Find your communication blind spots, and learn to calm almost any conflict
Your Meetings Suck
How to run meetings people actually want to attend (and remember)
Meaningful Appreciation
Recognition that actually lands, so your best people stay