It’s Time to Ditch the Dreaded Annual Performance Review

Let’s face it, nobody really likes those old-school annual performance reviews. They’re stiff, they’re outdated, and they’re built on some pretty wrong assumptions about what motivates us at work. There’s a better way to do things, and it’s already in play at companies like Deloitte and Cisco. It’s called “check-ins.” This straightforward method swaps out formal reviews for regular, laid-back chats between team members and leaders. Every week, employees just answer four easy questions about what went well, what didn’t, their upcoming priorities, and where they need support. This approach is all about keeping things real and keeping the conversation going.

Cisco’s research backs up why this is a game changer. Teams that do regular check-ins see real improvements in job satisfaction, performance, and even staff retention. More frequent check-ins provide even better results. Plus, face-to-face talks beat digital messages, though any check-in is better than none. The key here is consistency and making these check-ins a regular part of the week. It makes the whole process more personal and a lot more relevant. This new way of doing things leaves those infrequent, vague performance reviews in the dust, offering a fresher, more effective way to boost performance and keep everyone engaged.