For many employees, performance review means a scary, unpredictable end-of-year review session with a manager who is out of touch with the tasks they perform every day. Some managers may feel the same way. To counteract this perception, I advocate interim reviews to address problems and issues before the official review. Managers who provide interim reviews find the final review to be a celebration of great performance because they’ve handled performance issues already. Then the final review becomes an opportunity to celebrate success and move forward.
These phrases apply to interim reviews as well as to the final reviews.