The review theater trap
You've reviewed your performance from last quarter. You've listed what you achieved, what you missed, and what you'll do differently.
You haven't done any of it. Because reviewing the past is not the same as building the future.
This is the performance review version of the rumination loop. Looking backward is not the same as moving forward. You can have a perfect performance review and still be in the same position.
The truth: Performance reviews look backward. Forward Frame looks forward.
The Name/Frame/Build method for performance goals
Name it
What you want to achieve next quarter (not what you achieved last). "I want to lead the Q3 project" — not "I delivered 95% of my quarterly tasks."
Frame it
Specific metrics. "Lead one project by end of Q3 with measurable outcomes." Not "perform better."
Build it
The first step before your next 1:1. "Schedule a meeting with your manager to discuss project opportunities."
The four things that keep performance reviews stuck
1. Looking backward instead of forward. A performance review tells you what happened, not what will happen.
2. Review theater over real growth. Hitting every metric is not the same as growing.
3. Waiting for the next review cycle. Don't wait for quarterly reviews to set goals. Set them now.
4. Writing for reviews instead of writing for results. A goal written for a performance review is not the same as a goal written for progress.
The bottom line
Performance reviews look backward. Forward Frame looks forward.
Frequently asked questions
What are performance goals?
Name what you want to achieve next quarter, Frame it with specific metrics, Build the first step before your next 1:1.
Should I focus on past performance or future goals?
Future. Past reviews tell you what happened, not what will happen.
How do I set performance goals that matter?
Name what you want to achieve. Frame it with specific metrics. Build the first step before your next 1:1.