As the year comes to a close, many managers are preparing for their team members’ year-end reviews. Performance reviews are an important part of monitoring performance, managing expectations, and setting goals, but there are methods by which employers can maximize the impact of the review process. First, annual cycles are way too infrequent. If an employee’s productivity was unsatisfactory in April, it’s unlikely hearing about it in December will be helpful. Consider holding reviews more often—at least once a month. The benefit of holding performance reviews on a more regular basis is multifaceted. First, they will be far less intimidating, and the tone can shift from judgment to collaboration. Relationships will become stronger, and the manager and employee will feel more comfortable discussing performance on a more dynamic, ongoing basis. To help facilitate this relationship, consider asking questions to show support such as “What are your goals, and how can I help you reach them?” and “What obstacles are currently in your way?” These frequent, collaborative, real-time “review” sessions will be far more effective than a single marathon meeting at the end of the year.