Any strategies or resources you could recommend for getting rid of the dreaded annual performance review (or at least lessening the dread) and creating a more effective year round performance feedback system? Our review is currently tied to our end of year bonuses and merit increases, so not sure I could get rid of it entirely. This would be for hourly and management employees, all working on-site.

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Try having a mid year review where you go over current performance and goals.

Mid year is also a good time re-calibrate on talent and succession planning so year end is less dreadful / surprising.

We have three reviews - the initial goal setting / development planning, mid year review / calibration, and then the year end circus.

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Try the “Check In” model. You can see lots of good materials shared by Adobe on HCI (Human Capital Institute) website after they got rid of traditional reviews a few years ago. I used their model and customized it for our smaller organization. We do quarterly check in conversations, no forms, plus annual goal setting, individual professional dev plans and competencies, all pieces we added on later.

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likeuplifting

Hey,
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Opinions:

Work for a company recently bought by Private Equity (US owned, Australian branch) with the view to become SVP HR as the company grows (they have plans). Currently 180 people but should be 300 in next few years in Pharma.

Or

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