3 ways to make annual reviews suck less (especially for remote employees)

The most accurate performance ratings are based on observable behaviours rather than subjective evaluations of traits. For example, the trait "creativity" cannot be defined.

Shifting the focus of performance appraisal from behaviours to results ensures that managers do not have to worry about being unable to observe their direct reports on the job. In turn, employees can decide how they will complete their assigned tasks by being accountable only for the end result.

Performance reviews based on results may not work for every job. For example, evaluating a teacher based solely on student test scores, since environmental factors such as poverty or lack of support may also play a part.

It is vital to use only one type of review system to create fairness for all. If judging on results doesn’t work, an organization could try a behaviour-based system but revise it so that it doesn’t favour employees working in the office.