I think the most important part of the article is this > Spoiler alert: I’m going to try rolling this out at Workweek in the next few months. I’ll be sharing e

I think the most important part of the article is this > Spoiler alert: I’m going to try rolling this out at Workweek in the next few months. I’ll be sharing everything I learn with this group! Hoping my hypothesis that more touch points around performance will lead to happier and more engaged employees. Because I think it's easy to notice problems in the current processes but it's hard to create a new process that it's a net positive. In my current situation, I don't care about raises/bonus or my manager feedback, I only care about 360 feedback to get others perspective I think this is better done twice a year. This means that doing one-on-one meetings with ratings would be worse for me, a net negative. Also, I think that HR and executive management gets some good value from those twice a year rushes to fill "performance evaluation" forms so they also might think a different process might be a net negative. So, please experiment and tell us about it.