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How long should your employee performance review take?

One of the most common questions I get is "how long should we put aside for the actual review". My answer is it depends on a number of factors:
  • have you had regular feedback sessions one on one with the person throughout the year?
  • have they completed a self assessment (this cuts down on meeting time as well as improves the quality of the discussion if done correctly)?
  • how well do you truly know the person?
  • are you really serious about the review?
  • what challenges have you and the person had in the past year?
  • what projects are coming up for the new year.

If you haven't spoken regularly since the last review you could be up for a 2 hour session as the person has a lot of catching up to do with you. They generally have your attention and will make the most of the opportunity!


If you have a great relationship, know each other well, have regular communication and have both done your pre-assessments - then a half hour is quite normal


At a minimum I suggest a one-hour timeslot with another hour between your next appointment and the review. That way if you run over there are no problems - you can concentrate on the person in front of you instead of watching the clock


So ... how long should you allocate? As long as it takes to have a deep, connected discussion with your employee. Simple really!


Until next time


Ingrid Cliff




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