How Often Should Performance Reviews Happen

Annual reviews alone tend to leave both sides under-informed.

1. Annual or biannual formal reviews remain common for compensation and promotion decisions.
2. Regular informal check-ins (monthly or quarterly) prevent surprises at the formal review.
3. Continuous, lightweight feedback throughout the year is increasingly seen as best practice over infrequent formal reviews alone.
4. Whatever cadence is used, consistency matters more than frequency — sporadic reviews undermine trust in the process.

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