Knowledge@Wharton – “When it comes to workplace events that produce resentment and anxiety, few score higher than the big annual performance review. Calls to end this time-consuming and often unproductive practice have gone unheeded — until now. Recently, Adobe, Kelly Services, GE, Deloitte and PwC have ended them, and the rippling out to smaller firms and other sectors appears to be underway. To which many say: good riddance…”

“It’s a big change, the extent to which it seems to be happening, and it’s happening broadly,” says Wharton management professor Peter Cappelli, who has researched the usefulness and accuracy of performance reviews. What’s happening now is nothing less than a revolution in performance management systems, he notes, and for companies that take it seriously, “it’s a fundamental change in the way to manage your employees and the relationship with them…“

“Getting feedback once a year is totally not serving a purpose. It comes as a verdict, a judgment, whereas the intention here is to be course-correcting, to have coaching throughout the year.”–Anna A. Tavis”