How Often Should You Conduct Performance Reviews?

Employee reviews are a really important part of improving company performance. Not only do they offer you the chance to advise employees on what they need to improve on, they also make the employee feel valued and open a good channel of communication. But how often should you conduct performance reviews?

The Norm

It is typical for most companies to offer performance reviews every six months. Allowing six months between performance reviews seems to be the preferred amount of time for a number of reasons. Firstly, it ensures that employees are given performance reviews at least twice a year, which helps to set a structure and ensures that nothing slips through the gaps. Secondly, leaving six months between reviews provides enough time for actions of the last review to be implicated and monitored and thus can be reflected upon in the next review. Conducting performance reviews every six months ensures that you can keep track of employees without being overbearing or micromanaging. Of course, it is also important to let employees know that they can come to you with issues or questions whenever they like, and that they are not restricted to raising opinions in the performance reviews alone.

For New Starters

For new starters, it is typical to conduct a performance review within the first three months and again at the six month period. Conducting a performance review within the first three months helps the employee settle in and also ensures you can smooth out any issues sooner rather than later. If you don’t offer a performance review to a new starter in the first three months they may feel as though the company is not invested in their development but also it may be detrimental for your company. If the new employee is not given a performance review you may find that the employee is not working to the standard you would like, and it is best to nip it in the bud as soon as possible.

Why conduct performance reviews?

Performance reviews are a great way to track and monitor the performance of staff. It is an opportunity to make suggestions and offer ways to improve without being overbearing. Performance reviews also offer an opportunity for your employees to offer you feedback on the company and to discuss any problems or praise they have for the management. It makes everyone feel valued and opens up communication.