Performance Appraisal every day sounds slightly 'nightmarish' in concept to most people, but let's consider it in the context of effective Performance Management.

An appraisal is simply a method of assessing performance; typically this is an annual affair, sometimes with an interim review at the 6 month mark.

Traditionally, it encompasses a review of objectives and progress towards their accomplishment, any obstacles that may be inhibiting performance, learning & development needs in support of meeting goals and career progression, a future look at any new goals, and a final comments section.

Reviewing these elements every day may not be practical, but a review once a week perhaps? Once a fortnight? Once a month? Once a quarter?

I suspect, as with many people I have spoken with, there is an underlying feeling that whilst once a week or fortnight might be deemed excessive or impractical, but that as you consider once a month or quarter, one starts to muse "Hmmm, maybe once a month/quarter would be sensible....perhaps once a year is pretty ineffective..".

No great scientific study to say what is the optimum number of appraisals one should have over the course of the year, just a common sense instinct that tells most of us to say to our team members......"We really should meet more often, you know?".

More of our clients are adhering to this approach of more regular appraisal meetings supported with a simple online form to capture the conversation....as Tesco would say "Every little helps".