As a manager, it’s your job to help your employees learn and grow. One of the best ways to do this is to provide them with progress reviews at least twice a year — but preferably on a quarterly 
basis. This is a time for the two of you to reflect on the strides the person has made towards reaching their annual goals.
In general, a progress review typically consists of the following activities:
- Reviewing the set of goals the two of you set for the employee at the beginning of the year.
- Asking the person to gauge the headway they’ve made toward achieving these goals and explain their progress — or lack thereof.
- Making any necessary adjustments, due to a shift in their responsibilities or the company focus.
- Praising the employee for any outstanding performance.
- Creating a plan to combat any subpar performance.
- Scheduling a date for the next progress review.
Importance of Progress Reviews in the Workplace
You always set goals for your team members at the beginning of the year, but often times these objectives get pushed to the side due to competing priorities. It’s beyond discouraging to look back on unmet goals at the end of the year and realize you fell short.
Scheduling regular progress reviews with each member of your team is a savvy way to make sure they stay on track to meet their goals. When people know they’ll be held accountable for achieving their targets, they’re much more likely to work hard to get there. It’s difficult to stay motivated when you’re well aware that management won’t know — or care — if you actually succeed.
When you show an interest in the development of your employees, your efforts will be rewarded with a loyal and engaged workforce who truly wants to do their very best work for your company. Investing in your employees pays in more ways than one.
Hire the Right Person for the Job
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