An effective performance management process involves a conversation cycle formed by a series of 1:1 meetings and check-ins between a manager and employee. These act as check points to plan, monitor, and review the employee’s objectives, long-term goals, and overall impact on the company.
There are different types of conversations that managers and employees have. 1:1s focus on day-to-day progress, support, and feedback. While performance reviews offer a more comprehensive evaluation of an employee’s performance and development over a defined period. Both interactions contribute to employee growth, engagement, and success within the organisation.
While they both involve discussions between managers and employees, they differ in their frequency, focus, and objectives. Here are the 8 key differences between 1:1 meetings and performance reviews:
Frequency
1:1 Meetings
These are regular, ongoing meetings between a manager and an employee. They typically occur monthly or bi-monthly, depending on the organisation’s culture and preferences.
Performance Reviews
Performance reviews usually happen annually or semi-annually, providing a more comprehensive evaluation of an employee’s overall performance over a longer period.
Focus
1:1 Meetings
The focus of 1:1 meetings is on current and near-term work. These meetings are an opportunity to discuss ongoing projects, goals, challenges, and provide real-time feedback.
Performance Reviews
Performance reviews have a broader focus, covering the employee’s achievements, strengths, areas for improvement, and alignment with long-term goals and company objectives.
Nature of Discussion
1:1 Meetings
1:1s often involve open and informal discussions. They are a platform for employees to share progress, ask questions, seek guidance, and address immediate concerns.
Performance Reviews
Performance reviews are typically more structured and formal. They involve a comprehensive assessment of the employee’s performance against established goals and competencies.
Feedback in the Conversation Cycle
1:1 Meetings
1:1s offer ongoing feedback and coaching, allowing managers to provide timely guidance, suggestions, and support to help employees succeed in their roles.
Performance Reviews
While performance reviews also include feedback, they tend to focus on summarizing performance over a specific period, discussing achievements, areas for growth, and development opportunities.
Goal setting
1:1 Meetings
Managers and employees collaboratively set and adjust short-term goals during 1:1s. These goals are often aligned with the team’s current projects and priorities.
Performance Reviews
Performance reviews may include discussions about progress towards long-term goals and the establishment of new objectives for the upcoming performance period.
Relationship Building
1:1 Meetings
Regular 1:1s contribute to building a strong working relationship between managers and employees. These meetings foster trust, open communication, and a sense of support.
Performance Reviews
Performance reviews are a formal opportunity for managers to acknowledge an employee’s contributions, discuss career development, and also offer guidance for advancement.
Continuous Improvement
1:1 Meetings
1:1s are a continuous improvement mechanism, providing a platform for ongoing feedback and adjustment of goals to ensure optimal performance.
Performance Reviews
Performance reviews contribute to overall performance improvement by assessing progress, identifying areas for development, and establishing strategies for growth.
How employees feel about them
1:1 Meetings
Typically, employees see a 1:1 as an informal chat with their manager and an opportunity to get some support, input or advice.
Performance Reviews
Employees view performance reviews as much bigger events and these are more likely to spark a degree of anxiety in an employee.
Transform team performance—Download your guide to having better performance conversations
Great performance conversations are the foundation of growth and success for any team. Learn how to have better, more effective performance conversations with your teams.
Download your free eBook below to begin conducting performance conversations that truly make a difference!
