Many companies are replacing annual performance reviews with quarterly evaluations. And those of us who have suffered through bad annual reviews can appreciate why more frequent—and clear—performance talks get better results.
Many years ago, I received my first annual performance review. It was high stakes. My “grade” would determine whether or not I got a bonus, whether or not I got a raise, and whether or not I had a future at the law firm.
I had no idea what to expect and feared the worst.
