Register now or log in to join your professional community.
Feedback ought to be with every reviews which is an important integral part of the process.
Cycles for these could be annually, quarterly, monthly depending upon various parameters, the nature of job and level of job position under evaluation.
Some examples: Jobs related to time bound output needs frequent and closer reviews. Such would be the need in an organisation implementing changes. New recruits would also need to fall under frequent reviews and feedback.
Employees stable performance and association longevity would attract lesser frequency of reviews and feedback.
According to need and depending on the nature of work
And monthly best
You should conduct surprise tests for assessment
The performance review summarizes the employee's contributions over the entire appraisal period (usually one year). It may occur as often as is necessary to acknowledge the employee for accomplishments and to plan together for improved performance
The ideal performance review should be based on the type interaction or task that are given to the frontline. For staff that are exposed to customer interaction, it is ideal that a quarterly performance review should be using a clear and easy to understand guidelines. Feedback should be given at least once a week to ensure that areas for improvement are documented and addressed.
For non-customer interacting staff, it is ideal to give at least every6 months. This is to properly trend and check if deliverable timelines are met. Feedback should still be given every week.
about me should be every quarter to follow then see who have law degree then check them weakly & monthly
I fully agree with the answers been added by EXPERTS.....Thanks.
Performance feedback has to be continuous and specific. One need not wait till half early or annual reviews to give performance related feedback.
