Annual performance reviews are the most ineffective management tool ever invented — feedback should be given continuously, not once a year., You shouldn't have to wait for a review to find out how you're performing — if you don't know already, something has gone wrong., The most honest feedback you'll ever get is from colleagues, not managers — feedback from peers has been consistently more useful in my experience., If companies hadn't made performance reviews so formal and scary, employees would have been more honest about their failures and development needs., You ought to treat every conversation with your manager as a mini performance review — waiting for the annual one is a missed opportunity., You shouldn't have to justify your successes in a performance review — the results speak for themselves. If companies trusted their employees more, they would have less need for formal evaluations., One area I'd like to mention is the power imbalance in performance reviews — managers could have done much more to make them two-way conversations., Feedback from junior employees to their managers has been consistently ignored in most companies — if organizations had taken it seriously, they would have improved much faster., You've managed to build a career without ever having a formal performance review — some of the most successful professionals I know have never had one. Are they missing something?

Feedback & Performance Debate

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