I have worked at a lot of companies where the frequency of team members reviews are measured in months. While this might be convenient for team leaders, it is not frequent enough to give valuable feedback for team members who NEED guidance on what they should or want to be doing.
Several years ago, multiple companies sprung up with solutions for dealing with the dreaded review. Some of my favorites use technology and combine it with the more frequent 1:1 meetings that occur weekly at companies. This approach shortens the feedback loop and allows for corrective measures and positive feedback to happen more frequently.
This is exactly the approach we have taken at LexBlog.
Every week, everyone is asked to go to an internal form and answer 5 short questions. These questions deal with:
- What a person hopes to accomplish
- What they actually accomplished
- What impediments they might face
- What changes they might want to see in the organization
- Who on the team has helped them most
The results of this form are available to the team member, so that they can track their progress over time, as well as the person to whom they report. So now in any 1:1 meeting they have instant discussion points and a log of those discussions.
This has been a great tool at LexBlog and is simple to implement. You can use something as simple as a Word Doc or go our route and implement the solution using Google Forms.
I suggest you meet with your team to establish the questions you might find valuable, but that you keep the number at 5 or below. The idea is to be frequent, fast and provide the most amount of value to the people who help drive your company without adding an onerous amount of work to their day.