My company uses a soft skills matrix to evaluate everyone, including but not limited to leadership skills, teamwork, communication, problem-solving, and time management skills. The skills matrix outlines general expectations for employees at each seniority level (e.g., Junior, Mid-level, Senior). Above the senior level, the matrix diverges into a technical specialist career and a managerial career path. Managers are responsible for conducting performance reviews (PR) for their teams twice a year according to the company's calendar. They can include specific hard skills to customize the review based on their direct reports' roles (e.g., mobile, frontend, backend). Managers review all of their direct reports, and direct reports review their managers and peers. All assessments are aided by an online platform that consolidates results and allows us to rank each employee as below, meeting, or exceeding expectations for their role, which helps determine next steps. The process consists of two main stages: first, everyone completes forms on the platform; second, the manager and direct report hold a one-on-one meeting to resolve any discrepancies in the review before final consolidation. In my experience, the PR process demands significant time and energy, and if not conducted objectively and fairly, it can lead to team frustration. It's crucial for managers to exercise empathy and maintain balanced communication. Our PR process is far from perfect, but reasonably good, and it helps guide the team in the right direction and recognizes and promotes high-achieving employees.