{"id":6691,"date":"2026-05-19T19:35:16","date_gmt":"2026-05-19T19:35:16","guid":{"rendered":"https:\/\/stock999.top\/?p=6691"},"modified":"2026-05-19T19:35:16","modified_gmt":"2026-05-19T19:35:16","slug":"ceo-of-ai-powered-performance-review-firm-says-annual-evaluations-werent-designed-for-the-ai-era","status":"publish","type":"post","link":"https:\/\/stock999.top\/?p=6691","title":{"rendered":"CEO of AI-powered performance review firm says annual evaluations weren\u2019t designed for the AI era"},"content":{"rendered":"

<\/p>\n

For the vast majority of modern workers, the annual performance review is a dreaded ritual defined by paperwork and an uncomfortable conversation.<\/p>\n

According to David Hassell\u2014CEO of AI-powered performance review firm 15Five\u2014this frustration is a structural failure, and one that\u2019s grown obsolete amid speedy technological innovation. Speaking at Fortune\u2019s Workplace Innovation Summit, Hassell said that the traditional review system is a relic of an age with slower technology.<\/p>\n

\u201cAnnual reviews made sense when the world was pretty static,\u201d he said. \u201cWe\u2019re at an accelerating pace of technology and change, and the practice just hasn\u2019t kept up.\u201d<\/p>\n

Though long-dreaded and outdated, the annual performance review is still relied on by many firms today to discuss an employee\u2019s potential promotion or performance issues. Even so, most chief human resource officers don\u2019t believe that performance reviews are effective. A 2024 Gallup poll found that just 2% of Fortune 500 CHROs strongly agree that their performance management system inspires their employees to improve.<\/p>\n

A \u2018backward-looking\u2019 process<\/p>\n

To Hassell, part of the problem is the cadence of reviews. Waiting a full year to address performance issues or ask for a raise puts both employees and managers in a precarious position. But because the process is so onerous, requiring managers to gather feedback, document employee performance, and submit formal written evaluations, most firms default to one a year. Even with just an annual review, some research suggests managers spend 210 hours annually on performance management, a sizable chunk of time that could otherwise go toward more pressing work.<\/p>\n

And yet, Hassell argues, the annual review isn\u2019t even effective. Most are backward-looking, which does little to help workers focus on growth.<\/p>\n

\u201cIf you\u2019re going to have a conversation once a year about something that happened three or four months ago, you\u2019re not really going to be able to help that person develop,\u201d he said.<\/p>\n

Experts have been sounding the alarm on the flaws of the annual performance review for several years. Dan Kaplan, senior CHRO client partner for consulting firm Korn Ferry, told Fortune in a 2024 interview that the performance review is done annually because \u201cit\u2019s always been done that way.\u201d He added, \u201cWhat many really good companies have been striving for is to drive continuous feedback.\u201d<\/p>\n

To Hassell, a more frequent, simplified approach could alleviate the awkwardness and frustration surrounding the process. Hassell noted that some of his customers conduct performance reviews as many as four times a year. While he doesn\u2019t recommend such a high frequency for every organization, he still suggests upping it from once a year. At least two per year fits the structure of most firms, he said, using a process that is integrated with continuous weekly feedback.<\/p>\n

He believes the tech can provide managers with the data they need to have coaching conversations with employees, focusing on helping employees grow rather than acting primarily as administrators. In other words, AI stands to take the rote work out of the performance review process, saving managers hundreds of hours annually. He added that this approach allows reviews to be more forward-looking, subtracting the angst most feel before sitting down with their manager.<\/p>\n

\u201cThere should never be a surprise at review time,\u201d he said. \u201cAt that point, you should be documenting the past but organizing the entire process around the future.\u201d<\/p>\n

#CEO #AIpowered #performance #review #firm #annual #evaluations #werent #designed #era<\/p>\n","protected":false},"excerpt":{"rendered":"

For the vast majority of modern workers, the annual performance review is a dreaded ritual…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[245],"tags":[734,6240,585,6986,911,12487,1159,7302,12485,12486,4963,2123,1377,317,4845,12469],"_links":{"self":[{"href":"https:\/\/stock999.top\/index.php?rest_route=\/wp\/v2\/posts\/6691"}],"collection":[{"href":"https:\/\/stock999.top\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/stock999.top\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/stock999.top\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/stock999.top\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=6691"}],"version-history":[{"count":0,"href":"https:\/\/stock999.top\/index.php?rest_route=\/wp\/v2\/posts\/6691\/revisions"}],"wp:attachment":[{"href":"https:\/\/stock999.top\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=6691"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/stock999.top\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=6691"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/stock999.top\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=6691"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}