I'm the Engineering Manager for the Reviews team at Reflektive (performance management SAAS), and I have to say that this article rings true with me personally and aligns with our company's mission. The recent trend when it comes to performance management is that companies a) no longer want the feedback process to be centrally driven and b) feedback between managers and direct reports should be given on a more frequent cadence. The latter point is especially challenging, because no software out there can magically can change an individual's behavior; the company culture[1] has to exist first to foster it.

Every company is different, but for some traditional companies Reflektive works with them to initially roll out Performance Reviews because companies have dedicated budget for it. Then, once they're comfortable with our tools, our Customer Success team partners with them to craft a roll-out plan for our "Check Ins" product, which is a lightweight feedback tool intended on used every 3 months. For Check Ins, it's meant to be purely about development; at Reflektive, our Check Ins contain no performance rating scores nor do we use it for compensation (we have a separate process for that).

The good news is that a LOT of companies, ranging from small startups to large 50k-employee enterprise companies, actually want to shift towards a more employee-driven model. Our team's number one priority right now is to empower employees/managers to own their own feedback process and to increase the frequency of feedback between managers and their teams. I'm super excited about what's coming down the pipeline!

[1]https://docs.google.com/presentation/d/1df5MALZKZU6lOeIXUiO-...