Annual performance reviews have failed an assessment of their own value to business, with a high performance coach branding them “ineffective, outdated and pointless”.

And it doesn’t end there. Coach and workplace management expert Tony Wilson also says this approach to providing employee feedback can be a major cause of poor performance and low motivation in a workplace.

Instead, managers should consult with staff weekly. He says new research shows the prospect of getting immediate constructive feedback can significantly boost performance, while delays can have the opposite effect.

“The traditional performance review rarely does anything to improve staff motivation, sense of purpose or output,” Mr Wilson said. “Performance science tells us that to improve we need feedback – and the more immediate it is, the more likely we are to progress.”

But Mr Wilson acknowledges that providing frequent feedback has challenges, and needs to be done the right way.

“Managers can presume regular feedback will be too time-consuming whereas employees can fear micromanagement or criticism,” he said.

“Feedback needs to be consultative, straight-talking and genuinely aimed at improving the skills of the team member. Learn how to do it right and you’ll never look back.”