绩效与文化 • 6 分钟阅读
绩效评估的未来：塑造 2026 的趋势
MAY 5, 2026
年度评估正在让位于更频繁、更公平、也更有用的绩效对话。以下是正在发生的变化。
反对年度评审的理由
The traditional annual performance review has been criticised for decades: it looks backward rather than forward, relies on recent events due to recency bias, is time-consuming for managers, and rarely produces meaningful behaviour change. Research from organisations that have abandoned the annual review, including Deloitte and Accenture, suggests that more frequent, shorter check-ins produce better outcomes for both employees and the business.
持续反馈模式
The shift to continuous performance management replaces the annual event with regular check-ins, typically monthly or quarterly, supplemented by real-time feedback tools. Managers and employees agree on goals at the start of a period, check progress throughout, and have a formal review at the end. This keeps conversations forward-looking and development-focused rather than turning into a backward-looking judgment. Tools embedded in platforms like BambooHR make it easy to log feedback and track goal progress in a single place.
360-degree feedback at scale
360-degree feedback, where employees receive input from managers, peers, direct reports, and sometimes customers, gives a richer picture of performance than top-down appraisal alone. Technology has made this easier to administer at scale, though HR must guard against feedback fatigue. Limit 360 cycles to once or twice per year, keep questionnaires short, and ensure that feedback is tied to observable behaviours rather than vague impressions.
将发展与奖励分离
One of the most impactful changes organisations can make is to decouple performance conversations from pay decisions. When employees know that a performance discussion will directly affect their pay rise, they become defensive rather than open. Holding a development-focused review separate from a compensation review allows for honest reflection and growth-oriented conversation. Several major employers have moved to this model with positive results.
