Traditional year-end performance reviews — as well as forced rankings (such as placing all personnel on a scale of 1 to 5) are becoming a thing of the past. Companies are realizing that besides the hundreds of managerial hours they eat up, the annual goals often become irrelevant as the year goes by.
This is coupled with the growing awareness that what employees really need is “just in time” feedback — managerial reactions and input that gives them time to improve and correct their performance — in an ongoing process and not a onetime judgment delivered at the end of the year. Last year, Accenture announced it was abandoning traditional performance reviews altogether.
