[Verse 1] Once a year they'd sit you down Rate you high or drag you down Numbers on a scale of five But research shows it's not alive Annual reviews just came too late Behavior changed? We had to wait [Chorus] System design for performance review Old ways fail but here's what's true Feedback close to what you do Continuous, specific, breaking through Ditch the ratings, build the trust Regular coaching is a must [Verse 2] Forced ranking pit us all against Collaboration made no sense Bell curves and distribution games Destroyed the team, ignored the aims Three point, five point, narrative style Manager bias runs the file [Chorus] System design for performance review Old ways fail but here's what's true Feedback close to what you do Continuous, specific, breaking through Ditch the ratings, build the trust Regular coaching is a must [Bridge] Check-ins weekly, don't delay Three-sixty feedback shows the way Not for pay but growth instead OKRs keep goals ahead Real-time recognition flows Project-based assessment grows [Verse 3] Self-assessment doesn't predict Your actual performance strict But engagement gets a lift When employees make the shift The single practice that works best? Manager feedback beats the rest [Chorus] System design for performance review Old ways fail but here's what's true Feedback close to what you do Continuous, specific, breaking through Ditch the ratings, build the trust Regular coaching is a must [Outro] Proximate and behavior-focused Keep your people stay their focused Modern systems break the mold Performance management retold
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