One big review a year or regular check-ins: choosing a review rhythm

01

What each approach means

An annual review is a single formal appraisal at the end of the performance year. The manager rates the year against goals, the rating feeds increments and promotions, and the conversation happens once.

Continuous review replaces or supplements that with frequent, lighter conversations: monthly or quarterly check-ins, regular one-on-ones, and goals that are updated during the year rather than set once and forgotten.

02

Side by side

Watch for itMost organisations that move to continuous review keep a year-end step. The difference is that the year-end rating summarises conversations already held instead of opening new ones.

03

When each fits

• Annual review alone can suit stable roles with steady goals, and organisations that need a simple, auditable basis for increments.
• Continuous review suits fast-changing work, new managers who need structure, and teams where goals shift during the year.
• A hybrid is the common middle path: quarterly check-ins against goals, with one annual calibration and rating tied to the increment cycle.

04

Trade-offs to plan for

• Continuous review only works if managers actually hold the check-ins. Set a minimum schedule and track whether it happens.
• Frequent conversations without notes leave no evidence at year end. Keep a short written record of each check-in.
• Annual review rewards whoever was most visible in the last quarter. If you keep it, ask managers to cite examples from across the year.
• Changing the schedule changes the appraisal policy. Update the written policy so employees know how ratings are reached.