Comment by ssimpson

I think the thing that is trying to be solved is promotions, raises, etc. But there is this concept in larger, older companies that this needs to be done once a year. But there is no reason this couldn't be done quarterly or even regularly. If you manage a team and someone on that team is not doing well, it should be an ongoing conversation, not something that should pop up as a surprise one day. When I interviewing for a manager role at Netflix, they often talked about how "it shouldn't be a surprise when you are giving someone the news they are being let go". Unfortunately difficult conversations are difficult and people avoid having them. But the fair thing to do is give people a chance by giving them the feedback they need to improve, and then holding them accountable when they don't. None of this needs to be done in the guise of a "performance review"

Or someone just doesn't like you and they are just making stuff up to throw you under the bus and get rid of you, like my last job!