5 ways to take the lead of your performance review
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Recently more and more companies are drastically reframing or ditching their annual performance rating process altogether. That's because people are dynamic and a single, standard review process cannot accurately encompass every employee’s achievements.
Employees’ skills and development needs are constantly evolving due to personal factors and external influences. Given this, assigning a static rating annually based on the prior twelve months of work doesn’t make much sense. If anything, that annual rating may oftentimes serve to disincentivize employees.
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