I’ve been working for over three decades. In that time I have seen dozens of different approaches to performance management and most of them suck. In many organizations performance management is not an integrated process with a clear goal, but rather a disconnected set of tasks that often fail to deliver maximum performance. In this post I’m going to focus on one of those tasks, the period performance review. I hope to convince you this approach is evil and to participate in it is like kicking a puppy. Well maybe not quite that evil, but I’m convinced this traditional approach to communicating performance feedback to employees is a bad thing and I hope to convince you to do something different.