The real issue is that we continue to use a flawed system because there's no universally accepted solution that works for everyone. In reality, each performance review should be uniquely tailored to the individuals involvedthe employee and the supervisor. Creating an environment where two different personalities can engage in a meaningful conversation, one that fosters learning and sets a clear direction for the future, is challenging even under the best circumstances. Unfortunately, no organization seems willing to invest the necessary time and resources to make this happen. Instead, we stick to the old methods, burying our heads in the sand and hoping for different results. It's time to rethink the way we approach performance reviews and start prioritizing genuine growth and development over bureaucratic formalities