In their article, Cappelli & Tavis $(2018)$ say that the first HR practice to drastically change was that of performance management. Specifically, with shorter$-$term projects, the annual performance review was ineffective; more feedback and more consistent feedback was needed. When the annual performance review was initially done away with, however, employees reported receiving less feedback and support. This occurred because

a$.$

employees initially were against feedback, believing it to be useless.

b$.$

companies believed self$-$feedback was the way of the future.

c$.$

managers$$ increased workloads did not allow for the resources to support quarterly feedback.

d$.$

labor laws temporarily prohibited managers from giving employees verbal feedback without written documentation.

e$.$

organizations initially did not replace the annual performance review with another formal feedback method.