What is the recommended frequency for conducting performance reviews?

Conducting performance reviews twice a year strikes a balance between providing feedback and allowing employees sufficient time to improve and act on that feedback. This frequency helps supervisors identify and address performance issues in a timely manner while still allowing employees the opportunity to make meaningful changes.

Performing reviews once a year may not provide adequate support for employees, as significant issues could go unaddressed for too long. Monthly reviews, while potentially keeping performance discussions frequent, could lead to burnout for both supervisors and employees, making it difficult to establish constructive feedback processes. Quarterly reviews provide a good midpoint but may not allow enough time for employees to implement changes based on feedback compared to biannual reviews. Therefore, reviewing performance twice a year strikes an effective balance between oversight and development.