Guide for HR and Managers to utilise DISC withing performance reviews

Using Everything DiSC for Performance Appraisals UK

July 31, 2025

Using Everything DiSC® for Performance Appraisals UK: A Guide for HR Leaders and Managers

Performance reviews can be challenging, often feeling like a dreaded annual ritual, with both managers and employees alike approaching them with anxiety. Traditional appraisals focus on what went wrong. What if there was a better way?

DiSC enhances performance measurement not replaces it

With the right tools, appraisals/ reviews can become opportunities for growth and connection. After twenty years at My Training Shop, I’ve discovered that Everything DiSC® can transform these conversations into meaningful development opportunities.

DiSC-informed reviews celebrate what works while naturally addressing areas for growth. The difference is remarkable.

In this guide, we explore how using Everything DiSC® for performance appraisals can empower HR teams and managers to deliver more insightful, constructive feedback

Key Takeaways

DiSC behaviour assessment reduces appraisal bias and subjectivity
UK organisations report 40% improvement in employee engagement post-DiSC integration
Behavioural understanding creates more personalised development plans
Teams show better performance when reviews align with natural working styles
How the all-new WORKSMART for managers builds on DiSC insights and presents in-work action planning/rehearsing.

The Problem with Traditional Performance Reviews

Most UK businesses still use outdated appraisal methods. These systems judge everyone by the same criteria. They ignore how different people naturally work and contribute.

'Why appraisals are pointless for most people' was written by Chris Woolston and featured in the BBC website. Chris talks about the concept of managing by exception.

Performance reviews don't have to be challenging

Consider Sarah, a Steady (S) style employee. She’s reliable, thorough, and supportive. However, her manager focuses on her quiet nature during meetings and marks her down for “lack of leadership presence.” This completely misses Sarah’s valuable contributions to team stability.

Meanwhile, James has a Dominance (D) style. He drives results and makes quick decisions. His manager criticises him for being “too direct” with colleagues. This misses the point entirely. James’s directness isn’t a flaw - it’s how he naturally achieves outcomes.

Traditional reviews create these mismatches constantly. They force square pegs into round holes.

How DiSC Transforms Performance Conversations

Everything DiSC® changes the entire appraisal dynamic. Instead of judging against arbitrary standards, we assess people against their natural strengths and development areas.

Here’s what happens when we integrate DiSC into performance reviews:

Better Understanding: Managers understand why team members behave in certain ways. They see patterns, not problems.
Personalised Feedback: Each person receives feedback that makes sense for their style. S-style employees get different advice than their D-style colleagues.
Reduced Conflict: When everyone understands behavioural differences, tension decreases. People stop taking things personally.
Focused Development: Growth plans become specific and achievable. They work with natural tendencies, not against them.

Implementing DiSC-Based Appraisals

Step 1: Establish Baseline Understanding

Managers should look for patterns not problems with their teams

Start by ensuring everyone completes their DiSC assessment. Share results openly. Create team maps showing everyone’s styles.

We once worked with a manufacturing company whose production team experienced constant friction during reviews. Once they mapped everyone’s DiSC styles, patterns emerged. The team was heavily weighted toward C (Conscientiousness) styles, people who valued accuracy and quality.

Their manager had a strong i (Influence) style. He naturally focused on relationships and enthusiasm. During reviews, he kept pushing team members to be more social, which they saw as criticism of their methodical approach.

Understanding these differences changed everything.

Step 2: Customise Feedback Delivery

How you deliver feedback matters as much as what you say. Each DiSC style receives information differently.

· For D-Style Employees: Be direct and specific. Focus on results. Keep discussions brief and action-oriented.

· For i-Style Employees: Create a positive atmosphere. Include social recognition. Connect feedback to team impact.

· For S-Style Employees: Provide gentle, supportive feedback. Explain changes gradually. Offer reassurance about job security.

· For C-Style Employees: Present detailed, fact-based feedback. Allow processing time. Provide written documentation.

Step 3: Create Style-Specific Development Plans

Work related behaviours are not protected characteristics

Generic development plans rarely work. DiSC helps create targeted growth opportunities.

Take leadership development. A D-style employee might focus on collaborative decision-making. An S-style person could work on speaking up in meetings. An i-style individual might develop follow-through skills. A C-style employee could practice delegating tasks.

The Science Behind DiSC and Performance Success

Research consistently shows that personalised approaches to performance management deliver superior outcomes. Studies across UK organisations reveal that teams using behavioural insights in their reviews report 40% higher satisfaction rates.

Different DiSC styles process feedback in entirely different ways. D-style individuals want direct, results-focused conversations. S-style people need gentler approaches. i-Style employees thrive on positive recognition. C-Style individuals need detailed, logical explanations.

Healthcare organisations using DiSC-informed reviews see remarkable improvements. Manufacturing companies report better safety compliance. Professional services firms experience enhanced client relationships.

Common Challenges and Solutions

Using traditional appraisal methods in the UK demotivates

Manager Resistance: Start with willing volunteers. Let success stories spread naturally. Provide extensive manager training on DiSC principles.

Time Investment: Emphasise long-term benefits. Better conversations reduce conflicts later. Time invested upfront saves hours dealing with problems.

Maintaining Consistency: Create clear guidelines for each style. Develop review templates that maintain consistency while allowing personalisation.

The ROI of DiSC-Enhanced Performance Reviews

UK organisations investing in DiSC-based appraisals see measurable returns:

Reduced turnover through better understanding
Improved performance via tailored development plans
Enhanced employee engagement (typically 30-40% improvement)
Decreased HR issues and grievances
Better manager effectiveness and confidence

Building Your DiSC-Enhanced System

Improve emotional intelligence for better organisational health

Why not start small with a pilot group? Choose managers already interested in behavioural understanding. Invest in effective facilitation. Create supporting materials, such as review templates, for each style. Monitor metrics and gather feedback to refine your approach.

In practice, I have spread out the process of reviews/appraisals because people change, circumstances change, and business is changing at 'breakneck' speed and can be unpredictable.

Everything DiSC® on Catalyst™

It could make the process even more impactful. With all participants on the platform, managers can instantly access comparison reports, identify potential friction points, and get practical tips for improving engagement, all in one place. Ideal for making appraisals and performance reviews more constructive, collaborative, and future-focused.

What can leaders do to strengthen an organisation's culture

DiSC Types Reference Chart outlining Key Characteristics, Communication Style, Team Contributing and how Each Personality Type Handles Pressure.

And with the new WorkSmart for Managers add-on, DiSC on Catalyst now offers tailored, bite-sized learning designed to support time-pressed managers with creating action plans. Managers are feeling overstretched, stressed, or lacking formal training, a powerful combination for today's workplace realities.

Why Choose My Training Shop

We’ve spent two decades (plus) supplying and supporting UK organisations with soft skills learning and, in recent years, embedding a DiSC culture to transform performance management.

Importantly, supplying Trainers, Coaches and Consultants for them to deliver DiSC effectively. Our DiSC expertise goes beyond basic training. As the founder of My Training Shop, I have extensive business skills and understand the unique challenges British businesses face.

Our approach combines DiSC science with practical implementation. We don’t just provide assessments - we help you build sustainable systems designed to improve over time.

Making the Change

Using Everything DiSC® for performance appraisals isn’t just about better reviews. It’s about creating a culture where people feel understood and valued and where development feels supportive rather than punitive.

Implementing Everything DiSC in performance appraisals is akin to switching on a high-resolution lens. It brings clarity and depth to understanding employee behaviours, enabling more precise feedback and development strategies.

🟢 D – Dominance
🔴 i – Influence
🔵 S – Steadiness
🟡 C – Conscientiousness

The transformation doesn’t happen overnight. But when it does happen, the impact is profound. Teams work better together. People grow faster. Organisations become more effective and humane.

New - WORKSMART on Catalyst

Worksmart on Catalyst training does not fade

Explore these comprehensive (yet straightforward) DiSC solutions for your business or training practice.

Unlock your leadership potential with WORKSMART incorporated into Wiley's Everything DiSC® on the Catalyst platform. Microlearning training for managers—master constructive feedback, conflict resolution, and team empowerment. WORKSMART acts like an assistant to help managers put together high-impact action plans designed for real-world impact