Performance management should not rest solely on the outcome of a single annual appraisal. Our year-end review examples help you to see the annual appraisal as a single marker in the year. As such, annual reviews are useful. However, they should form part of a continued performance management process which uses such reviews only as the formal marker. Alongside this should be regular self-evaluation and feedback from line managers and peers alike.
At Bridge, we like to say that nothing in an annual performance review should come as a surprise. With a year-round approach, combining a mid-year review and informal processes, performance is actively managed at all times.