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Why 360 performance reviews don’t fix anything

ONA-based reviews create a fairer playing field by ensuring performance reviews are based on larger sets of data rather than the opinions of a single manager.

By David Murray | September 18, 2023 at 11:39 AM

People hate performance reviews for many reasons – the office politics and bureaucracy involved, the weeks or even months the entire process takes, the inefficiency of the process and the potential bias introduced by only looking through a singular manager lens when it comes to evaluation.

What many companies still use today is known as the hierarchical performance review. This was actually created by the military after World War I and relies only on managers recording their opinions of staff. It’s really a very limited point of view and often introduces bias to the review process; in fact, 60% of a typical performance rating can be attributed to the idiosyncrasies of the manager.

Hierarchical reviews also don’t reflect how people currently work, which is in network models, in a cross-functional manner on teams through channels like Slack, Google and other online platforms.

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