External source record
POV: Are performance ratings still relevant in the age of continuous feedback?
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- Published
- 9 March 2026
- Source status
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Peoplense verdict
Practitioner consensus piece. Three HR leaders agree that ratings need continuous feedback to remain relevant, but their hybrid approaches vary by organizational context. The perspectives are practical but lack empirical evidence.
Summary
This article examines whether traditional performance ratings remain relevant as organizations adopt continuous feedback models. Three senior HR executives from Reliance Infrastructure, Omega Healthcare, and Blue Dart share their perspectives on balancing structured ratings with ongoing feedback. Jaidip Chatterjee argues that ratings alone are outdated and must be complemented by continuous feedback from multiple stakeholders using modern HRMS platforms. Nitin Barekere advocates for segmented approaches, maintaining biannual evaluations for mature talent while implementing quarterly reviews for early-career employees. Beena Jacob emphasizes that ratings and feedback serve complementary purposes—ratings enable fairness and comparability for compensation decisions, while continuous feedback drives development. All three executives conclude that the solution lies not in choosing one system over another, but in creating hybrid models that combine structured ratings with ongoing feedback practices.
Strengths and limitations
The article presents practitioner opinions from three organizations but lacks empirical data, research citations, or quantitative evidence to support the claims. The perspectives are valuable but represent limited organizational contexts. The discussion would benefit from addressing implementation challenges, costs, or measurement of effectiveness of hybrid approaches.
What this implies
Organizations are moving toward segmented performance management systems that tailor approaches to different employee populations, suggesting a trend away from one-size-fits-all performance models toward more personalized and context-specific evaluation methods
Key points
- Performance ratings require continuous feedback to remain relevant in agile work environments
- Different employee segments may benefit from different performance management approaches
- Modern HRMS platforms enable real-time feedback capture from multiple stakeholders including peers and customers
What to take away
- Organizations can implement segmented performance management systems with different evaluation frequencies for different employee groups
- Multi-stakeholder feedback through platforms can provide richer insights than manager-only evaluations