Which of the following actions is recommended when conducting regular performance reviews?

• A. Deliver constructive feedback; collaboratively set feasible goals; engage employees in discussions of their career plans and paths
• B. Provide general notes only
• C. Delay feedback until the next quarter
• D. Focus solely on attendance records

Answer: (B)

Regular performance reviews are most effective when they turn into a constructive, two-way developmental conversation. The best approach is to deliver specific, actionable feedback, collaboratively set feasible goals, and engage employees in discussions about their career plans and paths. This combination helps employees clearly understand what they’re doing well and where improvement is needed, with concrete examples and outcomes to guide them.

Working with the employee to set goals ensures they are realistic and meaningful, giving them a clear roadmap and a sense of ownership over their development. When career-plans are discussed, it signals that the organization supports long-term growth, which boosts motivation and helps with retention while aligning individual development with organizational needs.

This approach also supports timely progress updates, so adjustments can be made rather than waiting for the next big review. In contrast, options that offer only general notes lack specificity, delaying feedback reduces opportunities for improvement, and focusing solely on attendance overlooks performance, skills, and development opportunities.