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Good point! I also read this post today that suggests an alternative to performance reviews:


The idea wouldn't provide a way to evaluate employee performance but it does help them grow their careers to fulfill their potential.

Wow, that story pretty much sums up my last employer. As an employee, it was defeating to feel like 110% was no longer good enough, and next time I had to work at 120% to get the same rating. It's unsustainable.

We have moved to descriptions: needs improvement, on track, and exceeds. Employees who consistently are placed in exceeds are tapped for more interesting work, career development opportunities, stretch assignments, placed on succession plans, etc. It also feels like it is harder for leader to "game the system" with rating descriptions. I also think, psychologically, that performance categories/descriptions have more of an impact to an employee.

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