The standard-model performance review is an unhelpful barrage of built-up criticism. Instead, give feedback consistently so that your employees hear the good with the bad and make improvement a matter of routine.
Being summoned to the CEO's office, or even a conference room with the CEO, can make an employee feel anxious, and less free to share information. We have to find ways, and physical settings, that don't feel like a reprimand, especially if the issue is minor.
You've been jockeying to lead for a long time. You've completed the leadership training, incorporated feedback from performance reviews, and carefully observed other leaders in the company. But 30 days into the move, you've completely alienated coworkers causing them to shut down, talk venomously about you behind your back, or consider hiring a hit man. What happened?