20th October 2026 2 MIN READ •Resources •Talos Perform
Performance review season can quickly create extra work for HR teams and managers. These ten practical tips will help reduce admin, support better conversations and keep the review cycle moving.
Key takeaways
- Check that reporting lines and review relationships are accurate.
- Simplify approval processes and remove questions that add limited value.
- Communicate key dates, responsibilities and expectations clearly.
- Give managers practical guidance and realistic time to complete reviews.
- Use self-reflection and structured probation reviews to build stronger performance evidence throughout the year.
Table of Contents
Performance review season is already underway for most organisations. 360 feedback invitations are going out, you’re already chasing diary time with your SLT before the year ends, and calibration meetings are still to come.
The performance-related workload is building so we’ve put together these ten tips to help you cut the stress and keep your cycle moving, even if you’re already part way through.
1. Check reporting lines and relationships
Out-of-date records create admin. Confirm that every person has the right manager, peers and team members attached to them in your system.
2. Review your approval structure
Too many layers of sign-off slow everything down. Streamline where you can and remove unnecessary steps.
3. Revisit last year’s templates
Remove or hide questions that delivered limited value or never produce useful data. Shorter forms will yield better, faster responses.
Not sure which questions or forms to change? Book a free performance management review with our team. Book here.
Outline milestones, deadlines and responsibilities for employees, managers and, at the later stages, your SLT.
5. Check manager workloads
Some managers may have big teams and many reviews to complete. Test whether timelines are realistic and offer extra help where it’s needed.
6. Send invitations now
If they haven’t already gone out, send them as soon as possible. People then hold time in their diaries, and your reviews stay on the agenda as the season gets busier.
7. Set expectations with senior leaders
Book time for activities such as final ratings and calibration now and be clear about what you need from SLT members.
8. Give managers simple guidance
Talos Perform includes guidance on the topics you want covered, such as recognising achievements, discussing career aspirations and handling tricky moments. Ensure managers have everything they need before each conversation.
9. Add a self-relection
Ask employees to start the process by reflecting on their achievements, aspirations and goals. It builds momentum, engages them early and solves the blank page problem, so nobody walks into a meeting facing empty boxes.
10. Start a formalised probation cycle
This tip pays off beyond performance review season. Enrol new starters in day one and week one check-ins, 30, 60 and 90-day reviews and an end of probation review. You’ll build a bigger evidence base across the year, so future reviews draw on data from day one onwards, and employees become engaged in the process early.
Get a free performance management process review
Our team will look at what you do today and suggest simple fixes to speed up your process, increase response rates, simplify your forms and fill any gaps in manager guidance. Book your free review.
Join our webinar for more ideas
Tim Clifford will be hosting a session on preparing for a slick annual review process on Wednesday 21 October at 11am BST. Learn how to make your process work better, even when you are part way through the cycle. Register now
Transform your company’s performance management with Talos Perform
Move beyond ad hoc reviews and build a more consistent approach to performance and succession planning with Talos Perform. You can tailor employee reviews, easily set performance goals, and gather feedback in one central system to make performance management continuous and proactive. Book a demo today.
