Updated as of 5 July 2025

Can performance reviews be empowering—not dreaded? Research shows that 80% of employees say they are fully engaged if they felt their efforts were recognized a week before. As Brené Brown said, “Clear is kind. Unclear is unkind.” Humanizing performance management means moving past checklists and toward connection—balancing clarity with compassion, goals with growth. It’s about making space for real conversations, thoughtful feedback, and recognizing the human behind the metrics. In this expert roundup, we’ve gathered insights from leaders who are redefining performance management as a meaningful, human-centered process that motivates and supports.

Align Personal Growth With Company Goals

To me, human-centered performance management means creating a system where people feel genuinely supported, heard, and challenged in ways that align their personal growth with the company’s goals—not just tracked against metrics.

Niclas Schlopsna, Managing Consultant and CEO, spectup

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Value Whole Selves, Not Just Work Output

We see human centered performance management as valuing people’s whole selves not just their work output. It’s about designing systems where well-being, purpose and performance align thoughtfully every day. We prioritize conversations that inspire rather than intimidate, focusing on strengths and growth opportunities always. That approach helps create workplaces where people thrive both professionally and personally without compromise.

Managers serve as guides supporting employees through challenges with compassion and encouragement. Feedback becomes a tool for learning rather than a weapon for criticism unfairly. This philosophy helps build resilient creative teams that navigate change with confidence and care. It’s an ongoing journey that shapes how we lead and succeed as a company.

Vaibhav Kakkar, CEO, Digital Web Solutions

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Make Success a Shared, Meaningful Journey

Human-centered performance management means creating space for people to grow in ways that feel authentic. We focus on aligning individual values with company goals, making success a shared, meaningful journey together. This practice helps people feel motivated, engaged, and valued beyond just their output or metrics. It’s about fostering resilience and creativity by building systems rooted in trust and respect consistently.

Managers act as coaches, helping employees navigate challenges and seize growth opportunities thoughtfully. Feedback feels constructive, focusing on strengths rather than pointing out weaknesses unfairly. That helps build stronger relationships and deeper loyalty within and across teams. We’ve seen this philosophy transform collaboration and fuel innovation in remarkable, lasting ways.

Jason Hennessey, CEO, Hennessey Digital

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Support Growth Beyond Metrics to Drive Results

Human-centered performance management involves creating a system that supports growth, clarity, and well-being, rather than just metrics, enabling people to thrive while driving results.

Ahmed Yousuf, Financial Author & SEO Expert Manager, CoinTime

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Focus on Strengths While Aligning Team Success

It means creating a supportive environment where feedback, goals, and development focus on individual strengths and growth while aligning with team and company success.

Georgi Petrov, CMO, Entrepreneur, and Content Creator, AIG MARKETER

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Address Individual Needs to Boost Team Performance

To me, human centered performance management means focusing on the individual strengths, motivations, and needs of each team member to create a supportive environment that drives both personal growth and quality outcomes.

For example, one of my team members was struggling with time management on larger landscaping jobs, which was impacting overall productivity. Rather than coming down hard, I took the time to understand what was causing the delays and found it came down to a lack of confidence in sequencing tasks. Drawing on my 15 years of hands on experience and formal horticultural training, I broke down the project into smaller phases and showed him how I approach complex jobs step by step. Within a few weeks, his efficiency improved dramatically and he started taking more initiative on site. By centering the solution around his needs and giving him the tools to succeed, we not only improved our project turnaround times but also strengthened team morale.

Andrew Osborne, Owner, Ozzie Mowing & Gardening

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See People, Not Numbers, for Business Success

To me, human-centered performance management means creating a system where people feel seen, supported, and challenged — not reduced to numbers — so their growth aligns with both personal fulfillment and business success.

Max Shak, Founder/CEO, Zapiy

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Recognize Each Employee as Uniquely Valuable

The human-centric approach is about recognizing that each employee is a unique individual with their own strengths, aspirations, and challenges. A human-centric performance process focuses on these individual needs, fostering a culture where employees truly feel valued, heard, and supported.

Nikita Sherbina, Co-Founder & CEO, AIScreen

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Balance Accountability With Care for Meaningful Contribution

To us, human-centered performance management means balancing accountability with care, always respecting individual needs thoughtfully. We create systems where employees feel safe to take risks, grow, and contribute meaningfully together. This mindset builds workplaces where people feel genuinely valued, not just measured against impersonal benchmarks. It’s about aligning personal and organizational success in ways that honor both fully.

Managers offer support, encouragement, and constructive feedback that inspires rather than discourages or shames. That shift fosters trust and collaboration that strengthens teams across the company continuously. We’ve seen loyalty deepen and innovation flourish as people feel safe and respected. It’s a philosophy we’re committed to nurturing in every part of our culture.

Marc Bishop, Director, Wytlabs

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Design Systems Where People Thrive Authentically

We define human centered performance management as designing systems that help people thrive authentically and sustainably. It’s about prioritizing well-being and purpose alongside productivity knowing they are deeply connected always. Our goal is to create workplaces where people feel safe, supported and inspired to grow. That commitment shapes how we lead, manage and succeed as a company consistently.

Managers focus on coaching, guiding employees through challenges with empathy and care always. Feedback encourages growth and learning rather than punishing or shaming employees unfairly. This approach builds trust, deepens collaboration and fuels innovation in powerful, lasting ways. We believe it’s the future of performance management and we are proud to champion it daily.

Sahil Kakkar, CEO / Founder, RankWatch

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Prioritize Growth and Well-Being Alongside Results

To me, human-centered performance management means creating a system that prioritizes people’s growth, well-being, and long-term potential just as much as productivity and results. It’s about fostering open, honest communication, where employees feel safe to share feedback and set personal development goals. This approach values empathy and flexibility, recognizing that every individual has different needs, motivations, and challenges. Instead of focusing solely on numbers or rigid metrics, human-centered performance management encourages continuous coaching, collaboration, and meaningful recognition. It empowers employees to take ownership of their progress while aligning their work with the company’s mission. Ultimately, it creates a healthier, more motivated workplace where people can thrive and contribute their best in a supportive, respectful environment.

Qianqian He, Founder, BOXKING GAMING

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Empower Through Empathy to Reach Full Potential

Human-centered performance management means prioritizing empathy, growth, and individualized support to empower employees, fostering a culture where people feel valued, motivated, and equipped to reach their full potential while driving business success

Amir Husen, Content Writer, SEO Specialist & Associate, ICS Legal

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Co-Own Goals Through Continuous, Empathetic Feedback

Human-centered performance management means creating a continuous, empathetic feedback loop where goals are co-owned and individual growth is prioritized alongside business outcomes.

Matt Purcell, Owner, PCI Pest Control

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Start With ‘What Do You Need to Thrive?’

Human-centered performance management involves co-creating success plans through compassionate dialogue, beginning with the question, “What do you need to thrive?” before discussing metrics.

Anthony Sorrentino, Owner, Pest Pros of Michigan

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Tailor Goals to Strengths, Not Just Metrics

To me, human-centered performance management means tailoring feedback and goals to each person’s strengths and aspirations, while offering support and empathy, rather than just metrics and deadlines.

Chris Rowland, Owner, Rowland Pest Management

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Focus on Growth, Not Just Numbers

It means focusing less on who’s hitting numbers and more on who’s growing, learning, and showing up for the team, because the right habits drive the right results.

Jay Vincent, Owner, Smart Solutions Pest Control

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Empower Drivers to Feel Respected and Trusted

“Human-centered performance management is helping my drivers feel empowered to not only achieve metrics, but to feel respected, supported, and trusted to do their work—because when they feel supported, our clients feel it too.”

Martin Weidemann, Owner, Mexico-City-Private-Driver.com

About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

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