How Often to Do a Performance Review

Some managers think performance reviews are only necessary when things need improvement. They're wrong.

Performance reviews are an essential management tool, regardless of job performance. They provide recognition, incentive, constructive feedback and goals to aim for.

Most importantly, they let employees know that you are really interested in them and their work.

Performance reviews should be done three or four times a year, to be most effective. Frequent reviews make everyone more comfortable with the process. Seasonal reviews change the focus from an annual salary review to an organized way of providing regular feedback, and a chance to let employees know that their contributions are making a difference.

Reviews are especially important to help with changes in job tasks and responsibilities. It's a good opportunity to talk about new job demands and assess training needs.

Always begin the review with the positive, then move on to areas that need improvement. Create written, measurable goals with your employees. Invite them to help chart their own journey to success.

End on a positive note as well. Remember, consistent and constructive communication is the foundation of a successful, rewarding employer-employee relationship.