Employee performance reviews are a critical aspect of talent development, providing organizations with insights into both individual and collective contributions to overall goals each year. However, the processes and technologies used for performance reviews have barely changed.

At the start of each year, employees commit to a list of objectives to accomplish. Then, at the end of the year, they’re prompted to reflect on their contributions—a process that's subjected to the limitations of human memory—give themselves a rating and then submit their assessment to managers for feedback and finalization. This model's reliance on old, often irrelevant data can suffer from issues like subjectivity, bias and limited engagement. READ MORE