[teampractices] [FYI] Annual review cadence

[Kevin Smith]

Recently, we have had some conversations within TPG about the pros and cons
of annual (and quarterly) review cycles. We have also experimented a bit
with a system that allows us to give weekly peer feedback to each other.

Over the weekend, I ran into an article which describes how GE (General
Electric) is abandoning annual employee reviews[1]. This article is short
on details, but does have a couple links to articles that might have more
information (I haven't full explored them yet). The summary, and the reason
I'm posting here, is this paragraph:

We’re trying to end anything that was annual or quarterly and make
everything more real-time. We wanted to make the feedback process more like
how we give each other advice in the real world. Instead of an annual
review, we have an app PD @ GE where our people are getting continuous
insights from their colleagues that they can use to get better every day.

[1]
https://www.linkedin.com/pulse/why-ge-giving-up-employee-ratings-abandoning-annual-reviews-immelt?trk=eml-b2_content_ecosystem_digest-hero-14-null

Kevin Smith
Agile Coach, Wikimedia Foundation

[Mukunda Modell]

Sounds promising to me. I find the feedback is helpful but the annual
review seems to be fairly daunting for everyone and not terribly effective.

Post by Kevin Smith
Recently, we have had some conversations within TPG about the pros and
cons of annual (and quarterly) review cycles. We have also experimented a
bit with a system that allows us to give weekly peer feedback to each
other.
Over the weekend, I ran into an article which describes how GE (General
Electric) is abandoning annual employee reviews[1]. This article is short
on details, but does have a couple links to articles that might have more
information (I haven't full explored them yet). The summary, and the reason
We’re trying to end anything that was annual or quarterly and make
everything more real-time. We wanted to make the feedback process more like
how we give each other advice in the real world. Instead of an annual
insights from their colleagues that they can use to get better every day.
[1] https://www.linkedin.com/pulse/why-ge-giving-up-
employee-ratings-abandoning-annual-reviews-immelt?trk=eml-
b2_content_ecosystem_digest-hero-14-null
Kevin Smith
Agile Coach, Wikimedia Foundation
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