Review of employee performance or enquiry about it is necessary. It is important from the business process perspective. However usually some critical items are missing from the picture: a) Clear metrics of performance; b) Communicating to the employees what is their career path or responsibility-compensation evolution; c) Information about necessary skills or competencies the employee is missing to reach potential role within organisation. At my first ever interview with a huge multinational software company in 2001 when I just finished university as a Software Engineer, one of the questions I still remember was "How many lines of code have you ever written?" I didn't know exactly and estimated it as approximately 10,000. The interview was unsuccessful, but I presume not only because of that reason. If I had this question at an interview again I'd reply to an interviewer with a proposal like "Would you also like to know how many lines of code I delet...