Performance reviews are well-intentioned. Done right, they offer the opportunity to guide employee development, increase engagement and improve business performance across functions. Too often, however, reviews are backward-looking discussions used to justify compensation decisions rather than a means to drive growth or recognize achievement.
While industry-wide, many talent leaders recognize the need for change to a process that no longer adequately serves its purpose, few that I talk with are prepared to radically change in one fell swoop.
