"Trends" often respond to finding new ways to do something we dont' want to do so we try to change it.  The basis are, performance needs to be evaluated.  When you do it isn't as important as making sure you do is regularly and well. 

The trends seem to be going to more frequent, continuous, "real time" feedback.  Much of this is going to online communication to guide the process and increase the opportunities for employees to provide feedback.  The idea is to evaluate performance at intervals throughout the year, often tied to major projects, busy seasons, etc.  A clearly developed system that is well thought out is always going to be important.  Taking the time to provide feedback is the only way you can optimize one's performance.  While it takes time, it is a basic role of leadership to ensure employees not only understand where they stand but are functioning at expected levels of performance.  The way I look at it, it isn't about when as much as how you handle the meetings and how well prepared you are for the meeting.  Employees and their supervisors need to be trained and coached in order to get more comfortable with this process.  It should be a two way conversation that is constructive and leads to growth and improvements.  We can all improve!
Thoughtful tips to guide the performance evaluation process