I subscribe to a bit of an old fashioned approach to the Performance Review.  Any issues with an employees performance should be identified and addressed immediatly.  Reviewing past performance, sometimes actions that happened close to a year ago is not the best way to spend valuable one on one time with an employee.

We should be focusing these sessions on discussing timely issues, upcoming deadlines, sharing (and aligning) visions, and generally building a repore and trust.   I found this article in the WSJ a few months ago and think it hits the mark..

WSJ Article “Get Rid of the Performance Review