You might have heard by now that the annual performance review process has fallen out of favor. But what does that mean in practice?

The classic lawyer answer applies: It depends — on your company culture, your technology and your management team. Employers are inundated with options, but many are shifting toward something more informal and less tightly structured. More employees want continuous feedback and, increasingly, managers are able to offer it. A solid performance management program will be able to nurture star workers and suss out bad hires, while finding ways to support both when necessary. Inside you'll find guides on what works — and what to do when it doesn't.

1. There's no such thing as one-size-fits-all when it comes to performance reviews

   But whether you opt for annual reviews or quarterly check-ins, one thing's for sure: Informal feedback needs to be continuous. Read More→

2. From antiquated to automated: How tech is reshaping performance management

   Employers have many options for performance management today, but experts say they must be selected and implemented thoughtfully. Read More→

3. Don't let managers sabotage the performance review process — even inadvertently

   A lack of training can take performance reviews from occasionally stressful to outright disastrous. Read More→

4. You've made a bad hire — what happens now?

   Just because a manager is disappointed by a lackluster newbie doesn't mean he or she needs to be shown the door just yet. Read More→

5. Why HR can't expect continuous learning without regular feedback

   For employees waiting for recognition, and those needing guidance and correction, once-a-year meetings are too little, too late. Read More→