<div dir="ltr"><div class="gmail_default" style="font-family:georgia,serif"><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif">Interesting long read on why companies are moving away from the traditional annual performance review:</font></div><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif"><br></font></div><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif"><a href="https://hbr.org/2016/10/the-performance-management-revolution" target="_blank">https://hbr.org/2016/10/the-<wbr>performance-management-<wbr>revolution</a></font><br></div><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif"><br></font></div><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif">The TL;DR is that the annual feedback loops are too long to be manageable or meaningful.  </font></div><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif"><br></font></div><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif">Thanks</font></div><div class="gmail_default" style="font-family:arial,sans-serif;font-size:12.8px"><font face="georgia, serif">Grace </font></div></div></div>