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The HR Forum

I read an interesting article this weekend by Lisa Bodel for Forbes.

The article considers alternatives to the 'outdated' performance review process.

1.  Check Ins - Informal undocumented conversations about performance over the course of a year.  By coaching in real time check ins enable managers to identify and resolve performance issues in a timely manner.

2.  Quarterly Performance Goals - Rather than set goals for the year, quarterly goals have been proven to be effective and a more accurate reflection of the employees overall performance.

3.  Apps - Instead of performance scores or rankings an app to help employees, managers anf team members share feedback for continuous imporvement.

4.  Rewards Training for Managers - Adobe uses a training program to show managers how to make decisions with a varierty of different employee scenarios.

I have added the link to the full article below :-


When working for a previous employer, we moved to a system where you had check ins over the course of the year, with more detailed conversations on a quarterly basis. At least four conversations a year needed to be documented. Objectives/Priorities were reviewed regular and could be updated and change in line with business needs.  I found this a very effective way of managing performance.  

What are your thoughts?

Does your organisation adopt any of these alternative methods? If so have they proved to be effective?

Karen :)


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  • Hi Karen

    Thanks for sharing.  I think that it is contextual and depends on the type of organisation.  Increasingly today organisations need to be nimble and change happens constantly,  So as you say how can an annual performance review drive business performance.

    Here is a link to an article from the Harvard Business Review that I often refer to in workshops when we discuss approaches to performance reviews, and how many organisations are now switching these for the types of things you have outlined above.

    Again contextual as for Deloittes they caluclated that performance reviews were costing a staggering amount of money to undetake, I think £200 million.


    Also some additional info on Amazon, Goole and Netflix again all businesses that need to respond quickly to changes in their operating environments.


    How is it approached in other people's organisations I wonder?



    Reinventing Performance Management
    How one company is rethinking peer feedback and the annual review, and trying to design a system to fuel improvement
This reply was deleted.

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