Design a Performance Review Process That People Actually Find Useful

1:1s devolve into mere status updates rather than development and feedback sessions.

Provide a strict, lightweight agenda template that explicitly asks 'What are your blockers?' and 'What feedback do you have for me?'. Encourage asynchronous status updates via Slack/Teams.

The existing HRIS is too rigid and clunky to handle lightweight, frequent check-ins.

If the HRIS is a blocker, don't let it stop the momentum. Fall back to a shared Google Doc or Notion template for the first quarter while you figure out a better tech solution.

Managers feel overwhelmed by the new frequency and claim they 'don't have time'.

Frame the change as a time-saver: 30 minutes a week eliminates the 5-hour scramble and emotional drain of annual reviews. Start with bi-weekly if weekly is too much of a shock.