Performance reviews have a bad reputation and it’s no wonder. Annual evaluations are often vague, stressful, and disconnected from daily work. But many companies are moving toward a better approach: continuous feedback and development.

The Problem With Traditional Reviews
Traditional reviews usually happen once a year, rely on vague scores, and leave employees wondering, “How am I really doing?”

According to Gallup, only 2 in 10 employees strongly agree their performance is managed in a way that motivates them. That’s a big problem—and a missed opportunity.

What Modern Performance Management Looks Like
Forward-thinking companies are ditching the one-size-fits-all model. Instead, they’re using:

• Monthly or bi-weekly check-ins between managers and employees
• Clear, measurable goals
• Coaching conversations that focus on growth, not just criticism

This approach helps employees stay on track, feel supported, and understand how their work connects to company goals.

What Makes Feedback Effective
Great managers don’t wait until review season to give feedback. They:

• Give specific, timely comments (“Your report helped us meet our goal” beats “Good job”)
• Ask employees for input (“How do you feel about your progress?”)
• Focus on future growth, not just past mistakes

For Non-HR Readers: Why This Matters
If you’re an employee, you should expect more than a yearly grade. Ask for feedback often. Track your accomplishments. And if you manage people, even informally, make feedback a habit, not a performance.

Takeaway
Performance management is evolving. When done well, it’s not about judgment, it’s about partnership, progress, and helping people do their best work.

Disclaimer:
This post reflects my personal views and experiences as an HR professional and does not represent the views of my employer. The content is for informational purposes only and should not be construed as legal or organizational advice.

Shared by Anaya Gottilla | Explore HR Blog