For most employees, the end of the financial year means one thing—performance reviews. This is the time of year where employees sit down to receive feedback on their performance over the year and review what they could have done better. It’s no wonder that many approach this time with trepidation and loathing. However, many organizations are starting to forego this traditional approach to managing employee performance. Year-end performance reviews are resource intensive, emphasize evaluation over development, and tend to be too retrospective to be beneficial. Instead, employers are looking at different models to deliver feedback. Studies have shown that feedback’s effectiveness varies drastically from employee to employee, particularly as it relates to the employee’s age and experience. Boomers prefer less frequent feedback, while Millennial employees prefer more. Employees who have been with a company for a long time see less value in feedback than their more inexperienced counterparts. One solution is to drop the traditional employee review entirely and implement regular feedback sessions tailored to a particular employee’s needs.