This article by HBR shows that the implementation of a continuous management of the performance must be done with precaution. If appraisals are not providing value in terms of improving employee performance, it may be tempting to simply stop doing them and leave it at that. In fact some organisations. In practice, the Facebook example shows that, when you completely remove formal performance management processes, managers spend less time having meaningful performance conversations. This is clearly not a desirable outcome. So, you’ll need a framework that sets expectations for performance management and provides a structure for objective setting, performance conversations and feedback.
Read article from Janelle Gale, Lori Goler et Adam Grant sur le site de HBR Let’s Not Kill Performance Evaluations Yet