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Performance reviews matter for your business, but it can feel tricky to get them right. We're here to support you with best practices on timing, frequency, and conducting effective reviews, even when raises aren't on the table.

Key points:

• Set a regular schedule. Annual reviews work, but more frequent check-ins, like quarterly, help keep employees engaged and on track.

• Add reviews when needed. New hires, employees in an introductory period or anyone who may need additional support can benefit from extra feedback along the way.

• Remember: reviews aren't just about raises. They're about giving helpful feedback that helps your people grow and succeed.

• Be specific and realistic. Tell employees exactly what to improve, when you'd like to see progress and make sure goals are actually achievable.

• Focus on what they do, not who they are. Talk about job performance and results, not personality traits.

• Listen to your employees. Ask what's working, what isn't and how you can better support their success.

• Be consistent and fair. Whatever review schedule you choose, apply it equally across your team.