Hey there,

Okay, let's be real – performance reviews. Some people love 'em, some people... not so much. And then there are those who just tick the boxes and move on. But as HR folks, we know things are changing, right?

So, let's get down to it.

👀 When Your Performance Review is Public

Okay, picture this: everyone at your company can read your performance review. Wild, right? That's what Garner Health does! Their thinking? More accountability and straight-up communication.

On the one hand, employees are saying it's leading to super honest feedback and transparency. Like, no more sugarcoating.

But then, there's the other side. Some folks are worried it could create a vibe of fear and actually hurt trust. What do you guys think? Is this the future, or a recipe for disaster?

Would this work in your company, or is it a step too far? 🚀

🚨 Good Reviews, But Still Laid Off?

So, Meta laid off 4,000 people, even those with stellar performance reviews. Let that sink in. You do everything right, and you still get the boot.

Employees are asking the right questions: if performance isn't the deciding factor, then what is? And what does this mean for the future of performance evaluations in our industry? Are they just meaningless now?

📉 Performance Reviews or Just Layoffs in Disguise?

So, ShareChat's big on "raising the bar" through performance reviews. Apparently, those job cuts? Just a regular performance thing.

Totally not layoffs. They say it's only a small group of employees, twice a year.

But, come on. A lot of people in a short period? That's a lot of "raising the bar." Is this actually a legit appraisal system, or are they just playing semantics? Because, let's face it, it smells like layoffs.

Is this the future of performance management, or does it blur the line between reviews and restructuring?

🚀 Community Discussion Recap

So, performance reviews, right? We know they're supposed to be good, but honestly, they're often a headache. Fairness, recognition, and tools that don't suck? Yeah, we're all looking for that.

We recently had a really cool discussion with 40+ members, and they spilled the tea on their experiences. They shared their challenges, their wins, and some really helpful tips. Here's what they said:

• Tools are Your Friends: Platforms like JIRA, Profit.co, Workday, and ADP Workforce are making reviews way easier for teams.

• Peer Recognition FTW: Getting your team to recognize each other helps level the playing field. And cultural champions are awesome.

• Questions Are Key: Asking the right questions can make sure everyone gets seen, even the quiet ones.

• The Right Cadence: A mix of monthly, quarterly, and annual reviews seems to be the sweet spot for feedback.

And here are the questions that got us thinking:

• Yunus Asad: "How do we measure if our tools are actually working?"

• Nashitah Godiwala: "How do we do monthly one-on-ones with tech teams?"

• Namrata: "How do we reduce bias in performance reviews and fairly assess introverted employees?”

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Before you go… let’s be real!

Performance reviews can be a mixed bag—some are helpful, others just leave you wondering. What’s the most frustrating part for you?

And that's a wrap on this edition,

We'll be back in your inbox soon with more insights, hot takes, and the latest HR chatter to keep you ahead of the curve.

Until then, keep challenging the status quo, keep pushing for positive change, and keep shaking things up! The future of HR is in our hands! 🚀

Catch you next time,
Team TSOW 🚀