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Do You or Don't You

Do PSPs Hold Regular Employee Reviews?

We asked, Big Picture magazine’s Brain Squad responded.




2 business people talking

Yes: 64%

  • We currently hold annual reviews and call our employees out to a nearby restaurant or conference room one at a time to go over the year, performance, and salary adjustments. It’s also a great time to field complaints from our employees. Beginning this year, we plan to implement quarterly project and progress reports/reviews for each employee. — Jake Soper, Evermore Prints, Boise, Idaho
  • I do bi-monthly personal check-ins with each staff member (four). Reviewing their workload, successes, misses, and what help or adjustments they need ahead. — Barbara Chandler Allen, Fresh Artists, Philadelphia
  • It’s absolutely critical. We find traditional, annual performance reviews moderately effective, but the weekly, monthly and quarterly conversations with employees invaluable. — Brian Adam, Olympus Group, Milwaukee
  • Kind of. We are a two-person operation (my son and myself), so we review our own and each other’s performance constantly. — Jim Dittmer, JDA Creative Color, Gresham, Oregon
  • Yearly. We have a process, but the follow-through needs to be better. The idea is to develop a few smart goals with the employee. Then use those to create a personal development plan that helps track their progress. Our challenge is following up often enough to make it impactful for the employee and company. — Cain Goettelman FLS Banners, Sturgeon Bay, Wisconsin
  • Very effective. It lets employees know where they stand: positive and negative. I also ask for their feedback, so I can assess the job I am doing. — Kevin Hebert, St. Charles Printing/FastSigns, Boutte, Lousiana

No: 36%

  • My staff is small, so feedback is less formal, but more frequent. — Pete Brunner, Full Sail Graphics and Marketing, Huntington Beach, California

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