The annual survives in most large organisations.
Almost nobody defends it, and almost nobody removes it.
Managers a year of observation into one uncomfortable hour.
Recent events dominate the memory, so the last two months decide the .
Forced makes it worse by requiring a fixed share of low scores.
Colleagues then compete rather than help each other.
Firms that dropped the s did not drop the conversation.
They replaced it with short monthly about specific work.
given within a week of the event is remembered and acted on.
Pay decisions still have to be made, of course.
Sepa the pay conversation from the development conversation is the practical fix.
Nobody listens to advice while waiting to hear a number.
The reform costs nothing and is quietly resisted for exactly that reason.