Employee reviews

With the quarterly reviews at Terem coming up again I decided to take a moment to consider the way I do reviews when there are no serious issues with an employee (serious issues need a different tack).

To me the purpose of a review is to two-fold (1) for you to understand how someone feels they are going and what they want to achieve and  (2) for you to gain feedback in how you and the business can improve.  Goal and performance tracking

My experience at my first real job when it came to performance reviews taught me that a yearly review just isn’t often enough. It isn’t enough for one overwhelming reason: people are the most important ingredients in a business so you need to be as close to them as possible, provide as much assistance as you can and help them develop.

Another important consideration is that people are now more mobile than ever when it comes to jobs. So it is vitally important to ensure continued goal alignment and regular reviews are a great way to ensure this happens.


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Scott Middleton
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