You might know that a more frequent approach to feedback would benefit your organization, but you aren’t ready to do away with performance reviews. For many companies, this is the right approach. Change management takes time, and preserving your current process and augmenting it with real-time feedback can be great. If you currently do performance reviews once or twice a year, a great first step might be to do bi-annual reviews with real-time feedback interspersed.
This type of approach has multiple benefits: * Keep the part of performance management that works well for you while introducing a critical new mechanism. * Incorporating real-time feedback into your process makes performance data more accurate and reliable. * Address your employees’ need to receive feedback and recognition on a much for frequent basis.