In what other part of a business would someone go 6-12 months without feedback? Imagine that happening with customer service, or Accounts Receivable – it’s mind blowing!

Then why do annual reviews persist? Especially if it’s a process that people hate?

In a recent article by Margaret Heffernan, Dan Debow explains that because the traditional review focuses on the needs of HR instead of the needs of managers and employees, it becomes a process that people dread. But Margaret shows that there is a way to make reviews frequent, useful, and even fun.

She explains that by getting ongoing feedback from your team, employees get feedback faster and improve by learning from each other. Margaret describes this approach to feedback as a “beautiful marriage between a philosophical understanding of motivation…, and a technological appreciation of…the desire for social interaction”. Where software is designed is designed to enhance relationships, instead of replace them, it then “has a larger purpose: not just to create a record but to build a more rewarding, motivated workplace”.