🌳 How to prepare for the year-end review

Dear leaders,

This month, I’m sharing practical tips to help you prepare for year-end reviews. Think of this as a way to turn what can feel like a routine task into a true coaching moment: your chance to inspire, motivate and connect with your people!

At the end of this edition, I’m also excited to introduce you to Sebastien Lacout, a leader who has dedicated himself to helping his team reach their highest potential.

With you on the journey,

Anita Cassagne, Founder & Coach at The Laughing Willow.

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This month’s nugget

Making feedback work for you

Feedback, when done well, can make work clearer, easier and more motivating - not just for you, but for everyone around you.

I want to share a resource that can really help you make these moments meaningful: “The feedback culture in the company: understanding everything to implement it properly”

You’ll find in it:

🌳 What feedback really is (and isn’t!), so you stop seeing it as a scary ritual and start seeing it as a tool to grow.

🌳 How it works day-to-day: from quick peer-to-peer comments to manager check-ins, making learning continuous. You don’t have to wait for year-end review, feedback can be truly anchored in your daily work.

🌳 Concrete ways to make it happen: a simple 5-step method to give feedback that actually helps, plus routines and tools you can start using tomorrow.

I promise, understanding feedback this way changes the game: your year-end review becomes not just a box to tick, but a chance to reflect, adjust and grow. If you want to go beyond the usual “list of achievements” and actually turn feedback into something practical and energizing, this resource is for you.

💭Are you feedback-ready? You can even pass the test at the end of the article to find out!

→ Read it here in French or English

DOs and  DON’Ts in your year-end review

Ah, year-end reviews.. often dreaded. Here are some key tips to turn this moment into a real conversation, a true coaching opportunity:

DO

• Clarify expectations from the start: goals, criteria, hybrid ways of working or collaborative projects.

• Prepare: notes, feedback from colleagues…

• Give concrete feedback: use the “Stop, Start, Continue” method.

• Separate performance and compensation or address it upfront.

• Value hybrid and digital work: Slack contributions, collaborative docs, AI-assisted projects… everything counts.

• Listen to their ambitions: leadership, technical expertise, work-life balance… everyone has their own priorities.

DON’T

• Don’t be vague: be clear about what to stop, start, or continue.

• Don’t sugarcoat poor results: difficult reviews are opportunities to grow.

• Don't be afraid of difficult conversations: this is your managerial courage.

• Don’t mix topics: performance and compensation deserve separate discussions.

A good review can turn a simple meeting into a moment of inspiration and development…make it happen!

→ Read it here in French or English

Meet Sébastien Lacout

I met Sebastien when he was Factory Engineer at the Perrier Plant in 2016. We worked alongside. As an Exco member, his interventions were strategically aligned and always in favour of group cohesion. At the time, already, authenticity and collaboration stood out as innate leadership qualities in Sebastien.  He had a very large team and ensured that leadership was developed at all levels, from shop floor to his direct reports. Very continuous improvement minded, he always gave his team members the benefit of the doubt. By doing this and giving constructive feedback, he endeavoured to develop them to their highest potential. It takes clarity and time. I’m not surprised to see that he now holds a key position in one of Refresco’s largest factories in France.

And one last question... Now that you're ready to give feedback, are you ready to receive it? See you in a future article for the keys!