Here's the worst case...
Traditional performance reviews have become
- tools of intimidation rather than authentic ways of helping improve performance
- one-sided monologues
- a way to impose bloated objectives that truly defy reason
- a way to measure by seemingly meaningless metrics that don’t really have much to do with the real purpose of the job
and managers use communication styles that seriously impede innovation and performance.
Who wants that?
No one wants to be in a workplace where new ideas are stifled and squashed, and folks are afraid to challenge the status quo or engage in any meaningful dialogue with their managers.
No one wants a boss who asks you for your opinion and bites your head off when you start to offer it.