The most quotidian mistake that managers make when it comes to providing a review is not preparing for it. If managers don't put an honest effort into the review, you can’t expect employees to put effort into improving.
It is no news that one need feedback to learn and grow. While employees wait for their annual review to find out how they are performing, they don’t get enough of it. So, how should HR make sure how do employees get the focused input they need? How can an organization encourage the managers to give you more feedback? And who else should own the performance feedback?