From Transactional to Transformational: Rethinking the Future of Work

S: Strengthen Self-Belief

I overheard a conversation the other day that stopped me in my tracks.

Someone said, “I’ve got my review tomorrow…”
Then came the sigh: “What’s the point, though?”

It wasn’t sarcastic.
It was honest. Tired. Disconnected.

And I’ve heard that before, especially from employees in operational roles, on the shop floor, in entry-level positions.
Where performance reviews often feel more like a routine than a real conversation.
A checklist to survive, not a moment to grow.

And let’s be honest, many have learned not to be too open.
Because where does that get them?
Ignored… or quietly edged out.

That moment reminded me: we’re not just reviewing performance—we’re shaping belief.

And right now, too many people are quietly asking the same question:
Does this even matter?

According to the 2024 State of the Workplace report by TriNet:

• 85% of employees say they’re engaged
• Yet 76% are actively looking for growth opportunities elsewhere
• Only 1 in 3 receives regular feedback
• Gen Z, the generation most ready to contribute, reports the lowest levels of workplace satisfaction

That disconnect matters.
It’s not just about performance reviews.
It’s about trust.
It’s about purpose.
It’s about what we’re actually doing to help people feel seen, supported, and valued.

Because when people stop believing their voice matters, they stop using it.

So maybe now is the moment to pause and ask:

• What are performance reviews really doing in our organization?
• Are they opening doors, or quietly closing them?
• Are they building confidence, or causing people to shut down?
• Are they timely and relevant, or too little, too late?

And what would happen if we approached them differently?

Not as a rating or a report card, but as a conversation.
A check-in with heart. A moment of clarity. A step toward possibility.

That doesn’t mean more systems or more paperwork.
It means more presence.
More asking.
More listening.

Simple questions. Real conversations.

• What’s been energizing you lately?
• Where do you feel momentum, or friction?
• What would help you feel more confident in your role this month?

No fancy frameworks. No jargon.
Just human connection.
Because that’s what people are really hungry for.

And here’s the thing, when we shift from evaluating to engaging, when we replace judgment with curiosity, we create space for something powerful:

Self-belief.

That’s where growth begins.
That’s where people lean in.
That’s where culture starts to shift.

So, no big pitch here. No call to action.

Just an honest invitation to reflect:

✨ What could shift in your organization if reviews weren’t about managing performance, but reengaging potential?

✨ What might be possible if employees walked away from those conversations feeling stronger, not smaller?

✨ And what would change if belief, not just behavior, became the focus?

Mmmmmmm. Something to think about.