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Like many talent management systems, the annual performance review process is quickly becoming an ineffective tool for modern employees.

Like many talent management systems, the annual performance review process is quickly becoming an ineffective tool for modern employees.  Many employees dread them, while others even report that they create disengagement and negatively impact their creativity.  Managers find the process cumbersome and untimely, at a frequency that is unable to impact performance when needed. This is especially true of Millennials. However, eliminating performance reviews is a complex discussion. Recently, a number of high profile companies, including Motorola, Deloitte, Microsoft, and Adobe, have made headlines for doing the unthinkable: they got rid of performance reviews and/or ratings.  Recently, the well-known consulting firm Accenture joined the list and did away with its performance system, opting instead for a process that is supposed to offer more real-time feedback from managers and forward looking.   Missing the Mark According to the Conference Executive Board, approximately 6% of Fortune 500 organizations have replaced traditional performance reviews.  However, the changes often lack grit and from a Millennial perspective, still don’t meet the need. Let’s break down the three most common errors: Error 1: Eliminating Forms and Systems Entirely. Many organizations have eliminated forms and systems that document the reviews have taken place. Regardless of frequency or […]