Getting Rid of the Performance Review

Human resources departments across the United States have been struggling to redefine the concept of the annual performance review for the last several years.


The problem has been: what do you replace it with?


How do you find a system that allows you to measure employee performance, recognize accomplishments or problems, and give feedback?


It’s not a question of nobody realizing what is wrong with the traditional performance review. Instead it’s an acknowledgement that talking about performance months after it occurred is less effective than conversations in the immediate moment.


It’s also a recognition that the hours spent in companies on performance management has very little impact on the overall performance of the organization. The completion of hundreds of forms, the staging of meetings, the pouring of coffee, and the assignment of ratings has very little impact on the company’s performance overall.

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