Performance reviews have long been a staple of the workplace, but the way they’re carried out has changed dramatically over the years. Gone are the days when a quick annual chat over tea and biscuits was enough to keep employees engaged. Today, businesses utilise a wide range of feedback mechanisms from regular one-to-ones to 360-degree feedback, each having their own benefits and considerations.

Giving feedback is an important part of a Line Manager’s responsibility so if you’re deciding which approach is right for your team, here’s a breakdown of some common feedback and performance review styles.

Monthly One-to-Ones

A regular, usually more informal catch up between a manager and their team member. These meetings typically cover workload, wellbeing, progress on goals, and any support the employee might need.

Pros:

• Keeps communication open and ongoing.
• Builds trust between managers and employees.
• Issues can be dealt with quickly before they snowball.
• Employees feel supported and engaged.

Cons:

• Can be time consuming, especially in larger teams.
• Without structure, they risk becoming ‘status updates’ rather than meaningful conversations.
• Managers need to be consistent, as missing or consistently postponing meetings can undermine trust.
  

Annual Performance Reviews

What they are:

The traditional sit down with employees once or maybe twice a year, where performance over the past 12 or 6 months is discussed, sometimes tied to pay rises, promotions, or development opportunities.

Pros:

• Allows for a big picture view of employee performance.
• Can be aligned with company wide performance cycles and pay reviews.
• Gives a formal record of progress and development.
• Clear opportunity for employees to raise areas where they would like development or additional pay or benefits.

Cons:

• Feedback is often too late to be useful.
• Employees may dread the conversation, leading to stress.
• Managers might forget key events from earlier in the year.
• Risks being a tick-box exercise rather than a growth opportunity.
  

360 Degree Feedback

What it is:

Employees receive feedback not only from their manager, but also from peers, direct reports, and sometimes even customers or clients.

Pros:

• Can provide  a more balanced view of performance.
• Helps employees understand how they’re perceived across the business.
• Encourages a culture of feedback and accountability.

Cons:

• Can be time intensive and difficult to gather and analyse feedback.
• Risk of bias, personal conflicts, or vague comments.
• Without guidance, employees may struggle to process conflicting opinions.
  

Project Based Reviews

What they are:

Performance reviews carried out at the end of a specific project or assignment.

Pros:

• Feedback is immediate and tied to a clear piece of work.
• Helps employees learn and improve for the next project.
• Encourages reflection on both successes and lessons learned.

Cons:

• Can overlook broader skills and long-term growth.
• May not apply equally to all roles, particularly those with ongoing responsibilities.
  

Continuous Feedback (Real Time Check Ins)

What it is:

Rather than waiting for a set review, managers and colleagues give feedback on the spot or shortly after an event.

Pros:

• Feedback is timely and specific, which makes it more actionable.
• Encourages an open, feedback-rich culture.
• Reduces the pressure of formal reviews.

Cons:

• Can feel overwhelming if negative feedback is not balanced with positive feedback.
• Without structure, feedback may be inconsistent or forgotten.
• Requires managers to be well-trained in giving constructive comments.

Which Approach Should Businesses Take?

This isn’t a case of  ‘one size fits all’ solution and for many businesses, a blended approach will work best, for example, regular one-to-ones supported by an annual review for long term goals, then potentially  360 degree feedback for those in leadership roles.

The key is to keep reviews meaningful, consistent, and tailored to your team’s needs. Whether you’re running a small start up or a larger firm, the best performance review system is the one that helps your employees grow, feel valued, and ultimately contribute more to your business.

Whatever system you use, remember that performance reviews aren’t just about looking back, they are more importantly about looking forward. Employees want to know not only how they did, but how they can get better, and how their career can grow with you.

For more support with performance management or to discuss in more detail, get in touch at hello@empowr.uk.