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  2. Annual performance reviews are wildly unpopular, not just with employees but among managers as well. They can be abused by companies looking to get rid of people for any number of reasons, rather ...

  3. Bosses are using tougher performance reviews to cut workforce ...

    www.aol.com/finance/bosses-using-tougher...

    Last year, Google followed a similar playbook, toughening its performance review system while asking managers to identify 6% of employees, or 10,000 people, whom they considered low performers.

  4. Performance appraisal - Wikipedia

    en.wikipedia.org/wiki/Performance_appraisal

    A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

  5. Performance rating (work measurement) - Wikipedia

    en.wikipedia.org/wiki/Performance_Rating_(Work...

    Performance rating has become a continuous process by which an employer and employees attempt to understand company goals and how his or her progress toward contributing to them are measured. Performance measurement is an ongoing activity for all managers and their subordinates. [4] A performance measurement uses the following indicators:

  6. Organization development - Wikipedia

    en.wikipedia.org/wiki/Organization_development

    Employees assume personal responsibility and accountability for the outcomes of their work. Employees monitor their own performance and seek feedback on how well they are accomplishing their goals. Employees manage their performance and take corrective action when necessary to improve their and the performance of other group members.

  7. Vitality curve - Wikipedia

    en.wikipedia.org/wiki/Vitality_curve

    In a memo to all Microsoft employees dated April 21, 2011, chief executive Steve Ballmer announced the company would make the vitality curve model of performance evaluation explicit: "We are making this change so all employees see a clear, simple, and predictable link between their performance, their rating, and their compensation". [38]

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