How Often Should My Performance Be Reviewed?

We suggest that a formal or semi-formal review of performance be done at least twice a year, since a once a year process isn't as helpful in helping you, the employee, modify or improve your performance, since often it's too late. Also, it's hard to remember what might have happened a year ago.

However, it's important that employees understand that while a more formal discussion about performance may only happen once or twice a year, it's absolutely imperative that there be ongoing communication about your job tasks and responsibilities all year long. In almost all cases that communication about performance, job tasks and expectations can occur in informal setting and in informal ways -- a kind of dropping in (by you or the manager) to talk about a specific problem or triumph, or to address a particular challenge.

It's easy to let things slide if you put all the responsibility for job communication on the shoulders of your manager. It really should be a joint responsibility.

See Also: My Boss Has No Interest In Having a Formal Employee Evaluation. What Should I Do?

For more detailed information about how you, as an employee, can enhance the benefits of performance reviews, click here to preview Getting the Most From Performance Appraisals For Employees.

About Company

Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.


Robert Bacal

Bacal's Books
About The Company
About Our Performance Management Philosophy
Privacy Policy

Our Related Websites

Leadership Resource Center
Upgrade your understanding of modern leadership in a complex world. Stay current.

The Planning Resource Center

From strategic planning for businesses, small and large, right through to financial planning for millennials, stay current with the latest thoughts and actions on planning.

Bacal & Associates Store
Free and paid guides, books, and documents on business, management and more.

We Believe

  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?