Why Performance Reviews Need a Reboot

Preview: Top 3 Take-aways

Performance is more than output – Soft skills like communication, adaptability, and collaboration are increasingly vital as AI takes over technical tasks.

Feedback fuels engagement – Consistent, clear communication drives performance and strengthens workplace culture.

Evaluations must evolve – In a hybrid, fast-changing world, performance reviews should support growth, not just measure results.

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Meta’s recent overhaul of its performance review process has sparked plenty of headlines, especially as more employees may now be rated “below expectations.” While the timing and optics suggest cost-cutting and restructuring, there’s a broader, more strategic conversation to be had: what does effective performance measurement look like in today’s workplace?

We’re at a crossroads. Work-from-home is no longer a temporary fix—it’s a long-term norm for many companies. Meanwhile, artificial intelligence is rapidly automating tasks once considered uniquely human. The result? A shifting definition of productivity and value.

This makes reevaluating evaluations more than just an HR exercise. It’s a communications and culture challenge. It’s a change management opportunity. And it’s a chance to reconnect performance with purpose.

Performance + Purpose

Traditional performance reviews have long relied on metrics tied to output: deadlines met, billable hours, goals achieved. But today’s work requires more than technical execution. Collaboration, adaptability, communication, and leadership. The so-called “soft skills” (which by the way, I strongly dislike that term – they are essential skills) have become business-critical. And yet, they’re still often sidelined in formal reviews.

If AI is taking over many technical tasks, what sets people apart is their ability to connect, think critically, and contribute meaningfully to a shared culture. Measuring that requires more than numbers on a spreadsheet.

Communication as a Performance Indicator

Performance evaluation doesn’t begin and end with an annual form. It lives in the everyday conversations between managers and employees. When communication is consistent, clear, and constructive, people perform better. They know where they stand. They feel seen. And they’re more likely to stay engaged.

Companies need to cultivate a culture where feedback is frequent, honest, and focused on growth. That means investing in communication training for leaders and creating systems that reward transparency and trust.

Change Is Inevitable +  Engagement Is a Choice

As firms like Meta and the Big Four navigate hybrid work and tech transformation, one thing is certain: change isn’t slowing down. But how companies manage that change, especially how they support, engage, and evaluate their people will determine whether they thrive.

Employees who are engaged perform better. Period. They solve problems faster, collaborate more effectively, and bring innovation to the table. But engagement doesn’t happen by accident. It’s cultivated through recognition, growth opportunities, and clear expectations. Your performance review process should reflect and reinforce all of those elements.

The Bottom Line

Performance management isn’t just about identifying who’s falling short. It’s about creating clarity, building capability, and inspiring contribution. It’s time to evaluate our evaluations. Not just to save money, but to build cultures where performance is defined by more than productivity and where people feel empowered to succeed.