No more performance reviews.

Here’s what works.

What comes to mind when you think of performance reviews? Do your palms get sweaty, do you get your guard up, do you just want to avoid them altogether? For employees and managers, it’s easy to dread something that feels high stakes and only happens once or twice a year. The stress and anxiety around reviews is a big part of why they don’t work; their lack of frequency is another.

According to a recent survey sent to more than 80 chief human resources officers and 10,000 employees, most managers are dissatisfied with their organization’s current performance management practices. Complaints include frustration over losing time to do productive work, launching several tools that aren’t adopted, and having a process that hinders rather than accelerates progress.

Not a pretty picture. And it’s not that employees don’t want feedback. The reality is employees want to know how well they’re doing all the time, but they rarely ask. Studies show that mentoring and skills development are at the top of the list of what employees want, especially the younger generations.

The trouble is when reviews are seen as an annual feedback event, managers often assume they don’t need to provide honest feedback at any other time. On top of that, employees are treated like consumers of performance management rather than being engaged as partners.

Readymetrics can help. With the Readymetrics people management platform, employees drive evaluations of their performance and skills development, and they work with their managers to get where they want to go. Individual contributors and managers can track and validate career growth in a more objective and engaging way. Monthly conversations are the norm and employees are in the driver’s seat of their own careers.

If you’re ready to ditch performance reviews but your company isn’t there yet, Readymetrics can also fit into your existing review process for easy adoption. Retaining your top talent can be tricky, and Readymetrics can help you get the conversations going to give your employees the feedback and development they crave. When employees feel valued and know what it takes to level up, they’ll be far less likely to jump ship for a more senior position elsewhere.

Let’s get the conversations started. It’s time.

If you want to join early and influence the direction of Readymetrics, book your demo here and follow us on Twitter.