The Case for Quitting ‘Start, Stop, Continue’: Why Lazy Performance Reviews Hurt Your Team.
Alright, let’s get straight to it. The “Start, Stop, Continue” method for performance reviews is everywhere, and it's just plain lazy. Managers, it's time to stop giving half-assed feedback and start being real with your team. Here's why this method sets you up for failure and what you can do about it.
The Illusion of Simplicity
On paper, “Start, Stop, Continue” seems like a neat, easy way to give feedback. You tell your employees what to start doing, what to stop doing, and what to continue doing. Boom, done. But here’s the kicker: it’s a superficial fix that avoids the real work of meaningful feedback.
According to the Harvard Business Review, meaningful feedback requires depth and context. It’s not just about pointing out behaviors but understanding the underlying issues and working together to address them. The “Start, Stop, Continue” method often skips this crucial step, leading to vague and unhelpful feedback.
Lazy Feedback Hurts Performance
A study by Gallup found that employees who receive poorly structured feedback are four times more likely to be disengaged. Disengagement leads to lower productivity, higher turnover, and a generally crappy work environment. When you rely on “Start, Stop, Continue,” you’re setting the stage for this kind of disengagement.
The Psychological Trap
The American Psychological Association notes that effective feedback should be specific, actionable, and relevant. “Start, Stop, Continue” fails on all three counts. It’s too easy to fall into the trap of giving generic advice like “Start being proactive” or “Stop missing deadlines.” What does that even mean? Without specific examples and a clear plan of action, this feedback is useless.
Real Talk: What Good Feedback Looks Like
Good feedback is a dialogue, not a monologue. It’s about sitting down with your employee, discussing their goals, challenges, and how they can improve. It’s specific, detailed, and, most importantly, actionable.
Here’s a Better Approach
Specificity is Key: Instead of “Start being proactive,” say, “I noticed that you took the initiative on the XYZ project last month. Can you apply that same approach to the ABC project this month?”
Actionable Steps: Don’t just say “Stop missing deadlines.” Instead, work together to identify why deadlines are being missed and create a plan to manage time better.
Continuous Dialogue: Feedback shouldn’t be a once-a-year thing. Regular check-ins and ongoing conversations are essential. According to McKinsey & Company, continuous feedback is significantly more effective in improving performance.
The Takeaway
Stop settling for lazy feedback methods. Your team deserves better. Throw out the “Start, Stop, Continue” and invest the time in giving meaningful, actionable feedback. Trust me, your team will thank you, and you’ll see the difference in their performance.
Ready to step up your feedback game? Start by ditching the shortcuts and committing to real, impactful conversations with your team. It's time to stop winging it and start leading with intention.