This article addresses the perceived inadequacy of annual performance reviews in modern, fast-changing work environments, arguing that continuous, real-time feedback is more effective for performance development. The author draws an extended analogy between Olympic coaching practices and workplace management, contending that elite athletic performance is built through ongoing, iterative coaching rather than periodic formal evaluations. Key evidence presented includes a claim that employees receiving regular feedback are 3.6 times more likely to report strong motivation to do outstanding work, though the source of this statistic is not attributed. The article identifies five parallels between Olympic coaching and effective leadership: continuous coaching, real-time feedback for confidence, ongoing recognition, trust through consistency, and systematic performance culture. The author concludes that annual reviews may retain a limited role in documentation and compensation but argue these should not serve as the primary mechanism for performance development, positioning continuous coaching conversations as the more impactful alternative. Key insights: Employees who receive regular, meaningful manager feedback are reportedly 3.6 times more likely to strongly agree they are motivated to do outstanding work, though the source of this figure is unattributed in the article. The article frames annual performance reviews as a legacy structure designed for stable, slow-changing roles that no longer reflects the pace and complexity of modern work environments. Trust between managers and employees is characterized as a function of feedback consistency — when feedback is infrequent or episodic, it is perceived as transactional or threatening rather than developmental. Practical takeaways: Performance conversations structured as ongoing, frequent exchanges — rather than annual events — are presented as more aligned with how high performance is actually developed in elite domains. Recognition of incremental progress throughout the year, rather than bundling acknowledgment into formal ratings or compensation cycles, is identified as a mechanism for sustaining motivation.