Now that we’re settling into a “new normal” world of work, it’s beneficial to consider how we’ve typically evaluated performance and construct new methods of analysis. Traditional performance management methods are complex, time-consuming, and emotionally intense. Although these meetings might seem well-intentioned, they can often be counterproductive. Leaders need to rethink the traditional performance review. Instead of having stuffy, weighty meetings, consider having shorter, bite-sized check-ins. These should be singularly focused, simple, and emotionally doable. Instead of offering a “grade,” managers should instead be focused on providing employees with safety, security, and certainty. While tweaks might be necessary, with this goal in mind, performance reviews will be more effective.