Performance management is constantly evolving as both employees and managers adjust to new standards and processes in the workplace. Whereas one-time, yearly reviews were once the norm, today’s performance management involves a combination of 360 degree feedback, performance reviews and check-ins.
Here we’ll take a close look at the difference between more formal performance reviews and more informal quick check-ins, so you can decide how to combine these two approaches for a modern, flexible approach to performance management.
We’ll now examine the purpose, frequency, and format of both check-ins and employee reviews, as well as how they can be used to complement one another.
Key Takeaways
- Modern performance management often combines formal performance reviews, informal check-ins, and 360-degree feedback, moving away from just a single annual review.
- Performance reviews evaluate long-term employee progress, provide a big-picture view, and are typically used to set new goals for the next review period.
- Check-ins provide continuous, short-term feedback, clarify confusion, gauge immediate progress, and strengthen manager-employee relationships by encouraging ongoing dialogue.
- While reviews set long-term goals, check-ins primarily evaluate progress but can also be used to reassess or adjust priorities in fast-paced environments.
- Performance reviews are typically annual, bi-annual (every six months), or quarterly. Check-ins are much more frequent, often weekly or quarterly, and are generally shorter (e.g., 15 minutes).
- Reviews are formal, highly structured, lengthy, and usually involve a written report/self-evaluation. Check-ins are informal, conversational, short, and to the point.
- Performance management software can support a combined strategy, using dedicated tools for formal evaluations and more frequent check-ins to monitor continuous progress.
Table of contents
1. From performance reviews to check-ins: an evolving performance management landscape
2. Performance reviews vs. check-ins: do they both have the same purpose?
3. Performance reviews and check-ins don’t happen at the same frequency
4. Performance reviews and check-ins: two different feedback formats
5. Performance management software supports both performance reviews and check-ins
6. Primalogik: Award-winning performance management software for businesses of all sizes
From performance reviews to check-ins: an evolving performance management landscape
While 91% of companies conduct formal performance reviews, some prominent companies like Adobe, Deloitte, and Accenture have radically restructured or eliminated them altogether. They’ve opted for a more informal system of regular check-ins rather than an annual appraisal. Adobe has created a quarterly review system aptly called “Check-in,” while Deloitte has distilled time-consuming annual performance review formats into a few simple questions that managers answer and discuss with employees throughout the year.
Let’s look at the differences between formal performance reviews and informal check-ins so you can decide how to make the most of each approach.
Performance reviews vs. check-ins: do they both have the same purpose?
Check-ins and employee reviews share some similarities as well as differences in purpose.
The purpose of performance reviews
Performance reviews (also called performance appraisals) evaluate an employee’s progress over the longer-term. Receiving a review at the end of the year can help employees understand how far they have come in that time. Thus, they provide a bigger-picture look at an employee’s performance and progress. A performance review often involves setting new goals for the next review period as well.
Formal reviews will help employees understand how they’ve developed and where they need to focus their efforts in the longer-term.
The purpose of check-ins
Regular check-ins give employees continuous feedback on their performance. They also allow for an ongoing dialogue between employees and managers, which helps employees do all of the following:
- Quickly gain clarity in any areas of confusion.
- Accurately gauge their progress in the shorter term as well as the longer term.
- Receive feedback about specific milestones, recent challenges, and other events.
Check-ins don’t necessarily involve setting new goals, especially when they are held frequently. Rather, they can evaluate progress toward the goals set in a performance review. At the same time, a check-in can involve reassessing goals if the company prefers having that flexibility. Since Adobe relies solely on check-ins, managers use them as an opportunity to adjust employees’ priorities when need be.
Check-ins are essential for adapting to the fast pace of change in organizations today. They also strengthen relationships between managers and employees. When they engage in a supportive discussion on an ongoing basis, employees will feel more comfortable voicing questions and concerns. They’ll gain the personalized support they need, and organizations will boost productivity and morale in turn!
Performance reviews and check-ins don’t happen at the same frequency
Performance reviews and check-ins are not held at the same time, or at the same frequency throughout the year.
How often are performance reviews conducted?
Performance appraisals typically happen once a year or once every six months. You can do annual reviews, mid-year reviews, or even quarterly reviews. They can be conducted in person, or you can do remote performance reviews. It all depends on the specific needs of your organization and staff.
How often should you do check-ins?
Check-ins can take place once a week, once per quarter, or anywhere in between. Check-ins often take less time than a performance review. A weekly check-in might last for fifteen minutes, for instance. Depending on the company, the organizational leadership or the manager might decide how often to hold check-ins and how long they should last.
Performance reviews and check-ins: two different feedback formats
Performance reviews are formal in nature. Check-ins, on the other hand, are usually much more informal, framed more as a conversation than a structured review. This means they have very different formats.
Standard format for performance reviews
Employee reviews have a highly structured format and are typically lengthier and broader in scope than check-ins because they must cover an extensive period. Before the review, the manager usually creates a written report documenting the employee’s progress in specific areas of work, and lists relevant topics to discuss during the appraisal. These could include a temperature check of employee engagement, progress toward both longer-term and shorter-term objectives, and current challenges.
The employee, on the other hand, will prepare by doing a self-evaluation and possibly also by learning what to say during a performance review. At the same time, managers should still carefully set an agenda with topics they need to discuss.
Standard format for check-ins
Check-ins are informal and can be done at any time using a dedicated employee feedback tool or survey tool.
Managers can easily get instant feedback on any topic with a quick questionnaire or brief one-on-one meeting. Check-ins are short and to the point, and generally only involve the manager and the employee.
And even though they probably won’t be writing up a report for a check-in, managers might still want to jot down notes, like specific examples of where the employee needs to improve.
Performance management software supports both performance reviews and check-ins
You can use all of the tools included in a complete performance management platform as part of a smart performance management strategy.
For example, you can use the dedicated tool to create the perfect performance evaluation, and add in more frequent check-ins to monitor, assess, and discuss progress on a weekly or monthly basis.
Primalogik: Award-winning performance management software for businesses of all sizes
Performance management software can be used to support a two-pronged strategy for continuous performance assessment and improvement.At Primalogik, we believe that happy employees make for successful companies. Whether you need to implement full 360 degree feedback, or create the perfect balance between employee reviews and instant feedback, our award-winning suite has everything you need to collect, manage and build on essential employee feedback. Book a free demo today!