Waiting a year to address performance problems means paying full salary while getting subpar output. By the time annual reviews happen, bad habits are entrenched and harder to fix.

Create a culture of weekly feedback instead. Train managers to give specific, immediate input when they observe issues. Good feedback names the exact behavior, explains the impact, and suggests alternatives.

Use lightweight tools for tracking. A shared document noting weekly wins and improvement areas works better than complex performance software. The goal is regular conversation, not bureaucracy.

Teams practicing continuous feedback resolve performance issues 60% faster. Employees course-correct within days instead of months. This prevents the expensive choice between keeping underperformers or going through lengthy termination and replacement processes. Small course corrections compound into significantly better team output over time without additional headcount.