In many organizations, performance evaluations are conducted once a year. I’ve also worked with a select few companies that implemented semi-annual reviews and the difference was striking.
Organizations with semi-annual evaluations tend to:
- Provide structured training for both employees and managers.
- Encourage ongoing feedback and career conversations.
- Identify high performers more quickly and assign them to strategic projects.
- Foster executive leadership commitment to career development.
In short, semi-annual systems create a culture where performance tracking is continuous, not an afterthought.
The Problem With Annual Reviews
Where annual reviews remain the norm, I’ve consistently seen issues:
- Lack of preparation on both sides.
- Awkward discussions with little constructive feedback.
- Ratings that feel subjective, rather than evidence-based.
Too often, performance evaluations are treated as a checkbox activity instead of a meaningful part of company culture. That’s a missed opportunity for both leaders and employees.
Related reading: Pitfalls of Having a Bad Leader — weak leadership is often revealed in how performance reviews are managed.
How to Take Control of Your Performance Tracking
If your company isn’t offering structure, you can create it. Here’s how:
- Quarterly check-ins with your leader.
Don’t wait until the annual review. Dedicate one meeting per quarter specifically to performance, progress, and alignment. - Monthly self-review.
Block time on your calendar each month to reflect on your goals. Ask yourself:- What have I achieved so far?
- Where am I blocked?
- Do my current tasks align with long-term objectives?
- Document everything.
Keep a running log of wins, roadblocks, and lessons learned. This creates a fact-based record you can bring into quarterly or annual reviews.
Recommended reads:
- Measure What Matters by John Doerr — a practical guide to using OKRs to track progress.
- The 12 Week Year by Brian Moran & Michael Lennington — how to execute with focus and get more done in less time.
Final Thoughts
Performance reviews should never be a surprise. By building your own system of quarterly check-ins and monthly tracking, you’ll always have a clear, evidence-driven narrative about your contributions.
This not only makes review discussions more productive, it sets higher expectations and demonstrates that you’re serious about growth.
Action step: Schedule a recurring monthly calendar reminder to log your progress. Bring that record into your next performance conversation as you’ll be amazed at how much more powerful the discussion becomes.
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