Don't wait for performance review time.
People aren't objective - the performance review is supposed to an objective measure of performance.
That's the time to address them, not at an annual performance review.
These goals might surface in a long-term planning retreat or a yearly performance review.
Some managers have seen millennials break down in tears after a negative performance review and even quit their jobs.
Next to perhaps a layoff, a performance review is probably the least eagerly anticipated event in the office, both for the manager and the employee.
I would rather know this as soon as possible, rather than having it pointed out to me at my performance review, or worse, at my exit interview.
Comparing the actual number of excellent papers produced in a city to the expected number provides something like a performance review.
Perhaps you're extra diligent when answering customer calls. You may think you're on track for a stellar performance review -- but your boss could be wondering why each call takes you so long.
They refuse to submit to performance reviews.
Conduct performance reviews for employees in group.
