Editing Performance appraisal (section)

===Effectiveness===
Leadership development coach Jack Zenger urges companies to find alternatives to annual performance reviews, and says that research supports the following:<ref>{{cite web |title=What Solid Research Actually Says About Performance Appraisals |website=[[Forbes]] |archive-url=https://web.archive.org/web/20230507230138/https://www.forbes.com/sites/jackzenger/2017/10/12/what-solid-research-actually-says-about-performance-appraisals/ |archive-date=2023-05-07 |url-status=live |url=https://www.forbes.com/sites/jackzenger/2017/10/12/what-solid-research-actually-says-about-performance-appraisals/#50bb3b812b59}}</ref>
* Frequent discussions with employees are better than annual reviews
* Talking about future goals is more productive than past performance, especially with clear targets, deadlines, and the participation of the employee
* Negative feedback can cause defensiveness and worsen productivity
* Positive feedback does little to improve productivity, though does improve the interpersonal relationship with the person giving the feedback
* Neither managers nor employees like performance reviews
* Higher-level employees receive performance reviews less frequently
* Annual reviews are often justified on the grounds they are needed for salary changes, but they are not actually necessary, and empirically they would make little difference for most employees