The article discusses the inefficiencies and limitations of annual performance reviews and suggests that by 2025, organizations should move away from this traditional approach. It argues that annual reviews are often outdated by the time they are conducted, fail to provide timely feedback, and can be demotivating for employees. The piece advocates for more continuous and flexible feedback processes that focus on real-time communication and development, which can lead to improved employee performance and engagement. The author emphasizes the need for a shift towards more dynamic performance management practices to better address modern workplace challenges.
