Yes, and only getting feedback once a year is a pretty poor feedback loop.

I don't think the employee should be absolved of the responsibility of knowing if they are performing as they should, but from the the company side, it truly is the managers responsibility to manage that.

I love how this article correctly puts the burden of ONGOING employee performance on "competent management", and suggests that if employees are not clear on how they are personally performing that is "incompetent management".

Any competent manager should be meeting regularly with all of her direct reports, and should make sure that each employee knows clearly where they stand and how they are performing. Continuous and timely feedback is vastly superior to annual reviews. If a manager provides continuous and timely feedback, then the performance review process should be a complete waste of time.

Companies should foster a culture in which the standing and progress of every employee are transparent, making performance reviews an unnecessary exercise in redundancy. Managers who have direct reports who are not totally clear about where they stand should themselves be told that they are not performing up to snuff.

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