Many teams have only annual review cadence (especially the ones with old-fashioned management approaches). In the modern fast-changing world, it's simply not enough. Memory tends to fade, and we might not remember a lot of valuable insights in a year. Plus, we tend to have the recency bias and recall only the latest events. Furthermore, bad habits have time to form during the year when not corrected promptly. Postponing the review is terrible both for the person and for the organization. Solution
The obvious solution is to make the review process more often - twice per year or once per season.
Besides, it should be complemented with frequent, ongoing feedback conversations. A good practice is to have regular 1:1 meetings and encourage peer-to-peer feedback on-the-spot. Check out the article "The power of feedback
" to learn more on how to set up the feedback process in your team. Pro tip:
progressive organizations build an environment of trust and encourage direct peer-to-peer feedback. That way, managers or HRs don't function as a filter or initiator, and employees get valuable, actionable feedback regularly.