It’s understandable.
It’s also ineffective.
Employees return from the holidays tired, financially stretched, and still finding their rhythm. Yet this is when many businesses ask them to reflect on performance against goals they barely remember setting. The result? Defensiveness, disengagement, and rushed conversations that add little value.
The better timing: April to June
Mid-year performance reviews work better because:
business priorities are clearer
budgets and objectives are visible
managers and employees are fully back in work mode
conversations are more strategic and forward-looking
People are moving — not just waking up.
Use January for planning, not judging
Q1 should focus on:
refreshing objectives
aligning expectations
setting development goals
providing clarity for the year ahead
Warm people up before you evaluate them.
Final thought
Performance reviews shouldn’t feel like punishment for surviving Christmas. Move them into spring and watch engagement, clarity, and fairness improve almost immediately.
January should be gentle — not gladiator season.
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