We all want to be better at our jobs, and for the past century or so, annual performance reviews have set the benchmark for the majority of employees. However, modern business leaders are rethinking the wisdom of these stuffy yearly meetings and opting instead for more dynamic, more frequent check-ins. After all, people are dynamic, and their skills constantly evolve. To get the most out of these meetings, first, make sure you’re clear on expectations. It’s difficult for employees to improve when where they are expected to be hasn’t been articulated to them. Additionally, it’s important to ask for feedback then apply it. Approaching reviews with a growth mindset is a productive approach—the power of “not yet” is woefully under-embraced in modern workforces. Helping employees understand their potential and collaboratively building a plan to fully actualize that potential is far more beneficial than a performative yearly “review.”