How Often to Conduct Reviews

A performance review provides an employee with a periodic evaluation of how well the work being performed measures up to your expectations. A performance review is different from a salary review, which often reflects factors that don't relate to the employee’s performance. While an annual salary review may be sufficient, you should conduct performance reviews more often.

Consider a performance review to be a special type of constructive feedback. These periodic appraisals give you an opportunity to establish goals for each employee. Periodic reviews also provide an opportunity to get input from an employee’s coworkers regarding their evaluation of the employee’s performance. They also demonstrate that you've made a long-term commitment to your employees and that you don't consider them expendable.

Tip
Remember that some employees will exceed your expectations and this is an opportunity to let them know that their good work isn't going unnoticed.

The easiest way to do this is to take some time every six months or so, but at least once a year, to meet with each employee and evaluate his or her work. During the meeting you should go over your expectations for the job the employee holds, and discuss how he or she is meeting these goals. If the employee is not meeting expectations, you should make clear exactly what he or she needs to do to correct performance, and give a time limit for improvement. If the employee needs further instruction or job training, explain how this can be achieved. Finally, write a memo for the employee's file describing your conversation, and have him or her sign and date it.

Constructive feedback. Giving successful feedback requires that you:

Some things stand in the way of effective feedback. Some employment atmospheres are not open, and lack of candor inhibits true communication, especially about difficult issues. Remember, too, that criticism hurts. Avoid these pitfalls to make your constructive feedback most effective: