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A few years ago, I noticed around half a dozen courageous companies beginning experiments to remove ratings from their performance management systems. They were still differentiating performance in various ways, and still using a pay-for-performance approach, just not through a simple rating system. By early , around 30 large companies, representing over 1. No longer defining performance by a single number, these companies were emphasizing ongoing, quality conversations between managers and their teams. Our interest in the topic was piqued when clients started to tell us how our research on motivation and the brain was explaining why standard performance reviews were failing. This explained the intense reactions people had to being assessed on a ratings scale, and it also pointed to ways of designing better systems.
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Why More and More Companies Are Ditching Performance Ratings

Real people in real time telling real stories. Those stories can be filled with singing kitty cats, or battles between one messy and one neat roommate. Or they can be about star-crossed teen lovers defying their families and dying for love. Or they can be about an angel descending to touch a man living with AIDS.
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