Performance reviews are broken — outdated, confusing, and often used as tools of control rather than actual development. In this episode, we break down how corporations weaponize performance management, what employees really want from their work, and how both managers and workers can shift toward something more honest and effective.Join us for an unfiltered conversation about:-The origins of performance reviews-How they’ve become a corporate checkbox ritual-Why your job is making you question your worth-What “good” management should actually look like🔔 SUBSCRIBE for brutally honest takes on corporate culture, leadership, and work trauma.💬 Drop a COMMENT: What’s the worst review you’ve ever received?#PerformanceReview #CorporateTrauma #HRSystems #PerformanceManagement #WorkplaceCulture #AnnualReview#FeedbackAtWork #BadManagers #ToxicLeadership #EmployeeDevelopment #BrokenHR00:00 - Intro: Why performance reviews cause trauma 01:06 - The real purpose of this podcast 02:30 - What managers *think* their job is 04:45 - How performance management became a tool for control 06:07 - What employees actually want from work 07:17 - What companies actually want from employees 09:29 - Kiss up, kick down: The toxic management style 14:33 - What goal-setting is supposed to look like 20:06 - Ridiculous HR rating systems 25:02 - Overcomplicating performance management 28:20 - What good performance management should be 31:15 - The 5 components of a win-win agreement 35:01 - Performance feedback should be like a football game 37:12 - End-of-year reviews should be a formality 40:14 - Why companies hate reviews—and what that causes 42:16 - Final advice for employees and managersLegal Disclaimer:The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.