& #39;Employee performance reviews used to be straightforward. A meeting with your manager or team lead, direct feedback, and recommendations for improvement.& #39;

Straightforward != effective

& #39;The problem is, peer feedback is often positive and reassuring, which is fun to read but not very useful.& #39;

Well then solve the problem. Help folks understand the importance of giving and receiving critical feedback in a way that isn& #39;t harmful.

Or just go for the easy option.

& #39;We don& #39;t have to solve deep social problems... These are all important topics, but they& #39;re not our topics at work — they& #39;re not what we collectively do here.& #39;

Organisations don& #39;t exist in a vacuum. To pretend they do means your organisation is part of the problem.