How often should your team run performance reviews? The answer depends on the goals of your organization and the needs of your employees. Frequency shapes how employees view feedback and determines how useful the process feels.
Annual reviews are common because they align with compensation cycles. They are simple to administer and predictable for employees. But they carry drawbacks. Feedback delivered once a year can feel disconnected from daily work. Employees may also feel that achievements earlier in the year are forgotten.
Quarterly or semiannual reviews offer a balance. They provide more opportunities for recognition and adjustment without overwhelming managers. This cadence also helps capture contributions that might otherwise be overlooked in annual-only cycles. It allows HR teams to keep employees engaged and aligned throughout the year.
In fast-moving industries, continuous check-ins are becoming more popular. These short, informal conversations supplement formal reviews and help managers stay connected to progress in real time. As discussed in 5 Elements of Good Feedback, small, specific inputs add up over time. And as Praise Specifically, Criticize Generally highlights, regular recognition improves employee motivation.
The best cadence varies by organization. Early-stage teams benefit from frequent touchpoints as roles evolve quickly. Larger or more established organizations may rely on semiannual reviews supported by ongoing feedback. Customer-facing roles or positions in rapidly changing industries often need tighter feedback loops to stay aligned with goals.
Explore Performance Review Dos and Don’ts for tactical guidance, or revisit Perceptions of Performance Reviews to understand how frequency affects employee trust.
