Why we need to abandon performance reviews

Useful feedback happens quickly, ideally in real time while it's still actionable. It is not even postponed a week much less a year. Withholding feedback is a core barrier to learning. It is passive aggressive behavior, not useful compassion and support.

We would drop any friend in a minute who one day says they have important feedback for us but they're going to keep it secret until a an annual performance review they'll do with us. 

This is why we need to design quick feedback loops into all dimensions of work so people can be agile in their learning and course-correct as soon as possible, with zero delays in potential learning. Every workplace has the time to do this. All we have to do is reduce meeting and email waste by even 10% to free up time for useful feedback that is accurate, actionable, timely and confidence-building.