Most organizations hold performance reviews annually. But with the growing disenchantment with annual performance reviews, quite a few organizations are exploring other avenues and the concept of more frequent performance reviews.
But therein lies the problem. If one wants to carry out frequent performance reviews, is there a right time to carry them out? And if there is a right time, when exactly is this right time?
Here is the thing. A performance review is not successful because it is held during the right time. Its success hinges on well the entire review process is handled and the value that employees and managers can find from it.
There is no right time for a performance review. In fact, the theory of their being a right time is a myth. How many performance reviews your organization wants to hold depends on the organization and the HR administrators.
For example, if you have enough informal feedback and performance sessions with employees, then you do not need a frequent performance review process and you can get away with holding a process once a year.
On the other hand, if you see performance reviews as being explicitly necessary to the process of giving feedback or evaluating performance and that too in a formal manner, it’s probably more prudent for your organization to have performance reviews more often.
The key takeaway that you need to keep in mind from this article is that – there’s no right time for performance reviews. You get to decide when you need to have performance reviews, based on what you organization and your employees need.
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