I believe the traditional annual performance review is on its way out. Back in 2015, I tweeted about companies like Accenture eliminating them. Now, in 2023, more organizations like Apple and Microsoft are phasing them out, too.
This is a positive trend that I’ve long advocated for. Annual performance reviews have many flaws. They often rely on vague expectations, biased evaluations, and feedback disconnected from pay. Both managers and employees frequently find them demotivating and unhelpful for improvement.
Performance conversations are better for employees and managers alike. They provide real-time feedback and coaching that helps people continuously develop skills and improve performance.
Though the shift from annual reviews started years ago, it has been gradual. The performance review still has its defenders. But momentum lies with more agile, human-centered appraisals. In my view, the days of the dreaded annual review are numbered.
Knowledge Letter: Issue: 279 (Subscribe)
Tags: performance (2) | performance conversation (1) | performance review (2)
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Photo Credits: Midjourney (Public Domain)
