How New Managers Can Navigate Their First Performance Reviews

Episode 131 of New Manager Conversations tackles one of the most stressful moments for any first-time leader: conducting performance reviews. Lucas and Luna unpack the specific case of Sarah, a first-time manager at a mid-sized software company who inherited a team with mixed tenure and uneven performance. They discuss how to frame reviews as coaching conversations rather than verdicts, the importance of gathering input from peers and stakeholders in advance, and why anchoring ratings to observed behaviors—not personality—keeps the process fair. Lucas shares a concrete framework: the 'Start-Stop-Continue' model for structuring review narratives, and warns against the 'recency bias' trap that can skew annual assessments. Luna pushes back on the idea that new managers should avoid delivering critical feedback in their first review cycle, and they agree that honesty, paired with a clear development path, builds long-term trust. The episode closes with a practical tip for turning negative feedback into a forward-looking action plan. Fresh angle for a series that has covered feedback, delegation, and tough conversations, but never this specific annual-ritual milestone. #NewManager #PerformanceReview #Leadership #Careers #FirstTimeManager #Feedback #Coaching #Management #HR #StartStopContinue #RecencyBias #TeamDevelopment #EmployeeFeedback #CareerGrowth #WorkplaceCulture #PeopleManagement #FexingoBusiness #BusinessPodcast Keep every episode free: buymeacoffee.com/fexingo