How to incorporate Bob’s performance rating in your next review cycle

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In the traditional world of work, companies manage performance by running performance reviews once or twice a year. This often dreaded process typically includes a meeting between the manager and employee, resulting in awarding the employee with an overall performance rating score. Sometimes companies use this score to map employees on a 9-box grid, which determines which employees are underachieving and at risk for termination, and those that are overachieving and destined for promotion. 

However, a lot has changed in the modern world of work. 

Rather than waiting for the performance review to provide valuable feedback, many companies now

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