Ten major organizations have overhauled their performance review processes by moving from annual reviews to more continuous feedback systems. Companies like Adobe, Accenture, Deloitte, Morgan Stanley, Goldman Sachs, GE, Wipro, Infosys, TCS, and SAP have all abandoned traditional annual reviews and forced rankings in favor of quarterly or more frequent feedback conversations between managers and employees to improve engagement, development, and performance. The new systems aim to make feedback more immediate and useful for employees through tools for instant feedback, check-ins, dashboards, and crowdsourced feedback from colleagues.

1. List of 10 organizations who have overhauled the Performance Review Process
Guide on :
How organizations
have changed their
performance reviews

2. TABLE OF CONTENTS
Introduction
Adobe
Deloitte
Chapter Title Here
GE
WIPRO
TCS
Chapter Title Here
Accenture
Morgan Stanley
Goldman Sachs
Infosys
SAP

3. INTRODUCTION
Companies
changing their
performance
Review

4. ANNUAL REVIEWS ARE A WASTE
Employee Engagement and Performance suffer
There is a storm brewing in Human Resources. There have been
drastic changes in how the industry thinks and department
function and things have beyond the traditional old age ways. From
traditional recruiting to social hiring, from traditional onboarding
to tech based super personalized ones. And last but not the least,
Performance Management, where people have been raising voices
against the age old bureaucratic systems where humans were mere
numbers.
Starting from the big wigs in consulting, Information Technology,
financial services, they have taken drastic changes to revamp their
performance review process, to help achieve the main goal:
1. Employee Engagement & Development
2. Higher Performance
So we have created a ready reckoner for you, to help understand
which company has adopted what changes in Performance
Management.

5. Gallup: 43 % of the highly engaged employees receive feedback at least
once a week compared to only 18 %
90 % of the annual performance reviews
are ineffective
SHRM

6. ADOBE

7. Annual report card to Continuous
Review System
Check-in is the name of the new system
• Expectations or Goal Setting is done at the start.
• Frequent discussions at every 8 weeks. Manager and Employee
sit with each other and discuss on objective setting.
• Reviewers decide increments and bonuses.
• Instant Feedback system for regular inputs. This helps to
a) Rectify mistakes if going wrong somewhere
b) Boosts morale with positive feedback
Helps employees to believe that managers act as coaches and a
partner in their development

8. Accenture

9. System based on immediate
feedback
No buffet of feedback at the end of year.
• Forced Ranking along some distribution curve removed.
• New System will be based on immediate and regular feedback
ongoing assignments, aimed at :
1. Achieving goals
2. Employee Development
• Employees will be evaluated on individual roles and
performance.
• The aim is to promote better staff performance which the
earlier system failed to do.

10. Deloitte

11. Team leaders will be asked questions
No buffet of feedback at the end of year.
• At end of each quarter, or end of each project, every team
leader will be asked individual questions.
• Uses a five-point scale from “strongly agree” to “strongly
disagree” to ask “Given what is known of this person to a self,
and it would be their money, would they give the highest
possible compensation and increment bonus”.
• Using the above 5 point scale to ask whether they would want a
person in their team or not based on what they know about
him/her.
• Person is at risk of low performance which may harm the
customer or team. Either Yes or No.
• Person is ready for promotion today. Either Yes or No.
• Deloitte wants to ensure frequency in feedback usage which has
to be “simple, quick, and above all engaging.”

12. Morgan Stanley

13. Numerical Scale discarded.
Use a lists of five adjectives.
• Every staff member was asked eight questions and ranked, in
addition to being asked questions on “areas of development”.
• Reviewers will now be asked to give five adjectives that describe
the employees.
• New system will include a 360 Feedback system from
supervisor and colleagues.
• Review timeline changed from once a year to mid-year.
• A dashboard will be provided that will compile all the data
needed by managers to evaluate employees.
• The new evaluation system is intended to produce feedback
that’s more direct and useful.

14. Goldman Sachs

15. Instant Feedback at any given point
of time
Use a lists of five adjectives.
• No numerical rating scale.
• New Rating scale of outstanding, good or needs improvement.
• Company will continue to do a 360 Annual Performance
Review.
• The number of reviewers will be limited to 6 from 10.
• A dashboard will be provided that will compile all the data
needed by managers to evaluate employees.
• Removal of forced ranking will help GS to retain more junior
level bankers with regular feedback process to increase
engagement.

16. General Electric

17. "PD@GE" is new system implemented
by the company
It allows Instant Feedback tool where any employee can give
feedback to anyone else
• The Feedback tool called Insights has helped people to give
continuous feedback on :
1) Work Done
2) Goals and Priorities
3) Coaching.
• Employees are now given more short term objectives/priorities,
say monthly or quarterly.
• Managers have regular talks on different 'touch points' record
their conversation. This helps to understand employee:
1) What they have been doing Wrong / Right/ Efficiently?
2) Progress of the tasks as per organizational alignment?
3) Regular coaching - Feedback through Touch-points
(Comments) : Helps decide Skill development and career
progression.

18. Wipro

19. Drops Bell Curve
Goes with a Quarterly Review System.
• Wipro’s new system will be:
1) Quarterly Evaluation System
2) Feedback given more regularly in the Quarterly Evaluation
3) Enable Managers with budgets and they can link
compensation increments to performance.
• They have broken down yearly goals to quarters.
• With the quarterly feedback program they want the
management to track the employee performance on smaller
interval and development procedures as and when necessary.
• With new system, WIPRO hopes to :
Better Trained, Better Engaged Employee = Better Performance

20. Infosys

21. Icount, is the new Review System
Looking for crowd sourced feedback
• Will abolish forced ranking.
• Higher focus on individual performance rather than relative
performance.
• 360 Feedback system extending to client feedback for all
160,000 employees.
• Crowdsourced Feedback : an employee can seek feedback on a
specific task or aspect and colleagues can pitch in with their
opinions & thoughts at their convenience.
• Individual employees also to be rewarded on basis of how they
perform on specific short term but important targets during the
year.

22. TCS

23. Abandoned the bell curve.
Moves to a continuous feedback system
• Will abolish forced ranking.
• Looking for continuous feedback rather than feedback at
certain intervals.
• Looking to reduce the attrition rate at the 0-5 year experience
level employees, with more engagement.

24. SAP

25. Ditches Annual Reviews.
Moves to a continuous feedback system
• Will drop grading system as it has not benefited employees,
• Looking to shift focus on focus on dividing ‘over- from under-
performers.
• Looking to introduce a system soon which will make
performance reviews more continuous and feedback based.

26. Gallup Business Journal: 65 % of the employees said they wanted
more feedback.
Apart from continuous Reviews, organizations are
looking at :
1. Managers act as coaches
2. Performance and Compensation seperate
3. Train people to give and get feedback
How the change will effect:
• Decreased rates of attrition.
• Great impact of culture
• Extensive use of technology to make the process more
efficient.
• More organizations will follow the

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