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trade tales | Aug 15, 2025 |
How do you handle performance reviews for your staff?

Often dreaded, sometimes celebrated, performance reviews are key to ensuring your team’s growth and success. This week, we asked four designers—Helena Clunies-Ross, Marcela Cure, Lauren Kyle McDavid and Jordana Maisie—to share their insights on the evaluation process for both their employees and themselves.

How do you handle performance reviews for your staff?
Jordana MaisieCourtesy of Jordana Maisie Design Studio

Honest Reflection
“We look forward to performance reviews—they’re an essential rhythm in the life of our studio. Rather than being a formality or a critique-heavy exercise, we treat them as a thoughtful pause: a dedicated moment to reflect, connect and recalibrate. It’s an open conversation where transparency and honesty are valued, and we assess not only whether expectations are being met, but how each team member is feeling within their role and the broader studio culture. These reviews take place every six months and follow a consistent structure of prompts and questions that gives us a clear framework to measure individual growth, track evolving goals, and revisit any needs or intentions that were shared in the previous review. It ensures we’re not just checking boxes—we’re checking in. I’ve always believed that performance reviews are as valuable for me and the studio leadership as they are for the team members. They offer insight into how we’re doing as managers: Are we supporting our team in the right ways? Are we giving them the creative opportunities, mentorship or clarity they need to thrive? They also open up space for the team to express ambitions or concerns that might not surface in the rush of day-to-day project work. Ultimately, it’s not about rating performance—it’s about fostering alignment, accountability and mutual growth. When done right, these reviews strengthen the studio as a whole and reinforce a culture of thoughtful, ongoing dialogue.” —Jordana Maisie, Jordana Maisie Design Studio, Los Angeles

How do you handle performance reviews for your staff?
Marcela CureCourtesy of Marcela Cure

A Constant Conversation
“Because we’re a small, tight-knit team and work side by side every day, I’m constantly observing, sharing feedback and listening. It’s a two-way street—I want my team to feel comfortable giving me their honest thoughts as much as I give them mine. When we do have more structured reviews, I focus on celebrating their strengths, the unique value they bring to our projects, and the growth I’ve seen over time. We also talk openly about areas for improvement, but always with the mindset of ‘how can we get there together?’ rather than just pointing out gaps. In a creative studio like ours, trust and communication are everything. My goal is that reviews leave each person feeling heard, appreciated and inspired, not just evaluated.” —Marcela Cure, Marcela Cure Studio, Coral Gables, Florida

How do you handle performance reviews for your staff?
Lauren Kyle McDavidCourtesy of Kyle & Co Design

Consistent Rhythm
“At our studio, performance reviews are about alignment, growth, and creating space for people to step into their potential. We’re a team of seven designers, drafters and client liaisons, so everyone plays an important role in shaping the culture and pace of our firm. We do formal reviews annually to revisit the big picture, but we also check in quarterly to track smaller, short-term goals. That rhythm helps keep the momentum going and gives our team tangible milestones to work toward, while allowing us to course-correct when needed. In formal reviews, we focus heavily on leadership and how each person can identify and improve the gaps in their own workflow, whether it’s communication, time management or collaboration. I ask questions like ‘What’s something you’re not doing right now that you’d love to be doing?’ and ‘What’s the biggest thing getting in the way of your potential?’ These answers often lead to breakthrough moments. Sometimes we’ll uncover a better-suited role for someone or identify a gap in our own process that needs addressing. I also always ask my team for feedback on me as a leader and the business overall. I’m constantly growing, and I want them to be part of creating a space that feels safe, personal and empowering, not overly formal, and encourages honesty and real dialogue. Ultimately, reviews aren’t just about evaluation; they’re about giving people ownership over their growth and reminding them that their goals matter. When done right, it’s not just about retention, it’s about inspiration.” —Lauren Kyle McDavid, Kyle & Co Design, Edmonton, Alberta

How do you handle performance reviews for your staff?
Helena Clunies-RossCourtesy of Helena Clunies-Ross Design

Positive Energy
“Performance reviews are an important part of how we support personal growth and uphold the standards of our design studio. While we give regular in-the-moment feedback, we also make space for more intentional check-ins to reflect, realign and look ahead. These reviews are a chance to celebrate, offer constructive guidance and explore aspirations. We talk about where each person sees themselves in the future, the type of work that excites them most. This shapes the quality and creativity of everything we produce. At the heart of it all is a simple belief: When our team feels empowered, fulfilled and trusted, that energy flows directly into the work we deliver. A positive, self-driven studio culture doesn’t just make the process more enjoyable—it creates a better end result for clients.” —Helena Clunies-Ross, Helena Clunies-Ross Design, New York and London

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