Annual performance reviews, a standard practice in many organisations, may be causing more harm than good. They are often seen as a necessary evil, but evidence suggests they are not only ineffective but can also be damaging. The process of ranking employees creates a competitive environment that discourages collaboration and teamwork. It can also lead to anxiety and stress, negatively impacting productivity and morale.

Moreover, the annual nature of these reviews means that feedback is often outdated and irrelevant by the time it is given. This delay prevents real-time learning and growth, and can lead to resentment if negative feedback is held back until the review.

An alternative approach is to provide regular, informal feedback that is timely and relevant. This fosters a culture of continuous learning and improvement, and encourages open communication. Regular feedback can also help to build trust and engagement, which are key to a high-performing team.

In conclusion, while performance reviews are a deeply ingrained practice, it may be time for organisations to rethink their approach. By moving away from annual reviews and towards a culture of continuous feedback, they can create a more positive, collaborative and productive work environment.

Go to source article: https://medium.com/@ElizAyer/annual-performance-reviews-ruin-everything-7464e07dff3a