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P
erformance reviews can feel daunting, but they’re a golden opportunity to showcase achievements, address challenges, and align personal goals with the company’s direction. Yet all too often, they’re a one-sided conversation, leaving employees wishing they had spok
up more. Is it any wonder then that performance reviews are widely disliked, even by confident employees and the most emotionally intelligent of managers? While many managers understand what their team needs to thrive, the process itself is often bogged down by bureaucratic forms and outdated templates. The traditional review is increasingly seen as a relic of the past, irrelevant in today’s knowl
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