A fairly frequent issue we encounter is that of the grand and annual performance reviews process, and the system has been made so official that supervisors assume there’s no reason to give performance feedback more than once a year.

Employees need feedback more than once a year, obviously.

Managing performance and performance reviews may appear to be an extra task, added to an already full plate of responsibilities. Often times, managers dread the task, so they push it off, thinking they’ll catch up to it…eventually. Before you know it, it is review time and you’re slammed with performance evaluations and no documentation to draw on for support.

So, how do you stay ahead of the curve? With a simple process and using simple tools.

Fast Company had a great article about this here.

It’s a great interview with Kayak co-Founder Paul English.