Why We Don’t Rate Values—and What to Do Instead

It’s time to get real about what performance actually is.

For too long, organizations have been stuck using outdated performance models that split people into two categories:

1. “Performance” – meaning results or tasks

2. “Values” – meaning vague traits like integrity, collaboration, or innovation

At first glance, that setup might sound logical. But dig a little deeper, and it falls apart. Here’s why.

Performance Is More Than Results

First, let’s clear up the most common misconception:

Performance ≠ Just Work Results

Yes, results matter. But they're only half the equation. You can’t evaluate someone fairly—or effectively—based only on what they produce. You have to look at how the work gets done and the effect it has on others.

That’s where most performance models fall short.

The Problem With Rating Values

Some systems try to fix the “how” by layering on “values.”
They ask managers to rate employees on company principles like:

• Teamwork

• Respect

• Integrity

• Collaboration

And then… what?
Most of the time, these ratings are:

• Subjective – Everyone defines the values differently

• Vague – What does “meets expectations” for “integrity” really mean?

• Unhelpful – You can’t coach someone on “not showing enough innovation”

Let’s be honest: people don’t experience someone’s values.
They experience that person’s behavior—what they say, how they show up, and the impact of their actions.

What We Assess Instead: Observed Behavior

At Employee Performance Solutions, we’ve spent over 30 years helping teams rethink performance—and we don’t rate values.
We assess behavior.

Our Employee Performance Continuum focuses on two essential dimensions:

1. Work Results

Are the outcomes clear, timely, and effective?

2. Observed Behaviors

How does the person approach their work? What specific actions do they take? And what impact do those actions have on others?

This gives you a fair, complete picture of performance—and real data to coach from.

Why This Matters

When you rate values, you get confusion, bias, and frustration.

When you assess behavior and results, you get:

• Clearer feedback

• More useful conversations

• Stronger performance

• Less subjectivity

• Better outcomes

Whether your organization still uses annual reviews or not, your feedback system needs to reflect what’s actually happening—not just ideals.

Don’t Fall for Systems That Confuse the Two

Some tools on the market are repackaging outdated thinking, calling “work results” performance and “values” behaviors.
It’s misleading. And it leads teams right back to the same dead ends:

• Vague conversations

• Personality judgments

• Reviews that no one trusts

Don’t fall for it.
If your system still asks managers to rate values, it’s time to ask: What are we really learning from this?

What To Do Instead

✔ Stop rating values
✔ Start assessing behavior
✔ Focus on real impact—not assumptions

Ready to upgrade your performance conversations?

👉 Download the Model: Assess Performance Without Ratings
👉 See Our Training Programs