In the United Arab Emirates, where business moves at a rapid pace, the old practice of annual performance reviews is starting to feel out of place. Many see it as slow, inefficient, and not quite up to the task anymore. Because of this, a number of companies are rethinking how they handle feedback, moving toward something that fits better with today’s demands.

Instead of waiting a whole year to sit down and talk, these businesses are choosing to check in more often. The difference it’s making is clear and worth noticing.

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Why Annual Reviews Are Falling Short

The idea of annual reviews sounds fine at first—a chance to go over everything at once. But in reality, it doesn’t always work out that way. They often end up stuck on what’s already happened, pointing out old missteps without helping people get better right now.

In the UAE, a few things make this approach especially tough:

• A Mix of Cultures: With people from so many backgrounds working together, feedback can land differently. What feels normal to one person might seem too blunt to someone else.
• A Fast-Moving Market: Businesses here grow and shift quickly. Waiting a year to talk about performance doesn’t match that speed.
• Too Much Work, Too Little Gain: Setting up these big reviews takes a lot of time, but if they don’t lead to real change, it’s hard to see the point.
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A New Approach: Feedback Throughout the Year

To tackle these problems, many UAE companies are stepping away from the yearly review. They’re replacing it with shorter, regular conversations that happen all year long.

Here’s what that looks like:

• Quick Catch-Ups: Every few weeks, managers talk with their teams about what’s going well, what’s tricky, and where they’re headed. These aren’t long or formal—just a chance to stay on the same page.
• Right-on-Time Advice: If something comes up, feedback happens then and there, so people can fix things or build on them without delay.
• Aiming for Growth: It’s less about rating what’s done and more about figuring out how to improve and move ahead.
• Voices from the Team: Since working together is key here, some places ask colleagues—not just bosses—for their thoughts too, giving a fuller picture.
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The Benefits of Ongoing Feedback

This switch to steady, ongoing feedback is showing real results. Companies trying it out are finding:

• Better Work: When people hear what’s working or not as it happens, they can step up their game sooner.
• More Involved Teams: Checking in often makes people feel noticed and supported, which keeps them motivated.
• Tighter Teamwork: Hearing from coworkers builds a sense of working together and shines a light on group wins.
• Less Strain: Managers and teams alike find it easier to handle small talks here and there instead of one big, tense meeting.
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Steps to Get Started

If a company wants to try this out, there are some straightforward ways to begin:

• Help Managers Get Ready: Talking about performance well—especially with different cultures in the mix—takes practice. A little guidance can go a long way.
• Make It Part of the Day: Tie feedback into what’s already happening, like wrapping up a project or chatting in a team huddle.
• Shape It to Your Needs: Figure out what suits your place—how often to talk, who weighs in, and what matters most.
• Check What Changes: Don’t just count the conversations; see if they’re helping people do better and feel better about their work.
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Looking Ahead

Business in the UAE doesn’t stand still, and companies have to keep up. Letting go of yearly reviews for something more regular can help them stay ahead, lift their teams, and make collaboration stronger.

If the way you’ve been doing performance reviews feels like it’s dragging behind, maybe it’s time for a fresh start. Feedback isn’t just about what’s behind you—it’s about where you’re going.

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