HR Insights: Rethinking Performance Reviews

It’s no secret that employees and employers alike have reservations about annual performance reviews. Some employees view them as a waste of time and many employers find it difficult to argue against that. According to management research firm CEB, 42% of employees and 95% of managers consider annual reviews ineffective. This is mainly due to the late feedback has almost no relevance once the end of the year hits.

What is a Frequent Check-in?

Think of frequent check-ins as microscopic evaluations. In this process, managers evaluate employee performance periodically throughout the year. Managers are checking in on employee performance as it happens, not giving a rating months later.

Employees can still set attainable goals for themselves related to their performance. Examining employee growth annually may do them a disservice. Frequent check-ins (think monthly or biweekly) allow employers the chance to change any emerging issues. Employees also receive coaching when it’s relevant to them. Checking in with employees frequently can build a lasting rapport and strengthen company culture.

How Can I Implement This?

Implementation is minimal. Frequent check-ins are periodic meetings tailored to employee performance. To get started, employees should first develop a goal for themselves for the year. It could be related to performance or some other aspect that’s important to your company, like growing a particular skill. Next, managers should schedule individual meetings at set intervals throughout the year to check in on the progress of the goals. The meetings are also an opportunity for employees to receive feedback in any areas where they’ve fallen short, like not achieving a goal milestone on time.

Frequent check-ins might not be the best option for your business, but having even a few meetings before an annual review could improve employee growth and rapport. These check-ins, which are often paired with a final annual review, show employees that you care enough about their development to give them time to discuss it throughout the year.

On average, you spend around 260 days at work each year. Managers should take an interest in your development more than just once a year?

Reach out to our specialized account manager and Team Lead Noemi Pizarro to request a full version of our toolkit on performance reviews.