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If HR leaders want more effective and psychologically safe performance processes, getting rid of the word "review" is a good place to start, an advisor says.

The best performance processes are both forward and backward looking, so calling them a review is problematic, Gartner HR practice advisory director Jonathan Tabah tells HR Daily.

He urges employers to "think meaningfully" about what they call their performance processes, noting that "evaluation", "conversation" or "partnership" are good alternatives.

Tabah's advice comes at a time when many organisations are asking for higher and higher levels of performance at the same time as undertaking transformations that are dramatically changing how work gets done.

"It's kind of the perfect storm for a difficult, inaccurate and frustrating process," he says...