Many companies are eager to ditch the end-of-year performance review that can produce nail-biting anxiety for managers and workers alike, without much improvement in performance. Here are examples of how three managers made the transition, why they did so, what they see as the benefits and their tips for managers.

If you’re not changing your performance appraisal template every few years to reflect that, you’re missing the opportunity to inject strategic imperatives into your performance management program.