This is what poorly run companies do. In the process of evaluating people to support an agenda, whether layoffs, top ranking, salary/bonus allocations, etc., i

This is what poorly run companies do. In the process of evaluating people to support an agenda, whether layoffs, top ranking, salary/bonus allocations, etc., it destroys any credibility that performance reviews may have had. Granted, in most companies, the credibility of the performance system isn’t that high to start with. In my time managing, the team members knew who was performing well and who wasn’t. And it was/is incumbent upon the manager to have similar insights. Such insights don’t come from semi-annual reviews. They come from frequent team interaction and engagement. Reviews are a substitute for good management, mostly to make HR teams happy.