Periodic review, Interim Feedback, Continuous feedback – are terms that can be used inter-changeably (though sometimes the tools to give these feedback might be different), as the end result is to monitor employee performance on a regular basis.

1. Periodic monitoring of employee performance
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In my last article, I discussed on how performance planning helps
organization to achieve their goals, as well as how it encourages
employees to perform to their full potential. But performance planning
alone will not produce the desired results. Like any other planning
activity, the performance plan would have to be followed up by
periodical monitoring and tracking activities to measure employee
performance. This will ensure that employees make progress on the goals
that are set for them, thereby ensuring organizational success.
How to encourage periodic monitoring of employee performance?

2. Generally, the main concern of an HR manager when it comes to periodic
monitoring is that when it is difficult to ensure compliance of managers
even on the performance appraisals that are done just once a year, how
to make them to do it more regularly”. Also, they feel employees might
feel de-motivated because of constant monitoring.
It is the responsibility of the organization to ensure that the benefits of
periodic monitoring is clearly communicated to everyone, and the
process of monitoring is kept very simple which does not over burden the
managers and employees at all.
Note: Periodic review, Interim Feedback, Continuous feedback – are
terms that can be used inter-changeably (though sometimes the tools to
give these feedback might be different), as the end result is to monitor
employee performance on a regular basis.
Some factors that can contribute to make periodic monitoring of
employee performance easier:
1) Goals should be measurable. The sources of information for
measuring the goals and the metrics should be clearly available. This will
help managers to easily measure performance periodically.
2) The organization can invest in a system of continuous feedback
which will encourage managers to give feedback anytime by just
recording quick notes or by sending feedback through an email.
3) When a manager changes or when a project is over, it would be the
right time to do a periodic review for an employee. A system which can
send reminders in the above scenarios will be helpful for managers.

3. 4) To ensure consistency in doing periodic reviews, an organization
can initiate a very simple review process, once every quarter, and take
the average score for measuring the annual performance.
5) Awards, appreciation etc. given to an employee and which can be
shared to the entire organization, will help employees to be motivated by
the continuous monitoring. Constructive feedback can be just shared
with the employee alone and so employee’s stress levels are low.
If an organization brings in the culture of periodic and continuous
assessment of their employees, feedback would be much more valuable
both for employees and organizations. Employees will also no longer
complain that the feedback reflects just the last few months of their
work in a year.
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