Rule #16: Why Quarterly Reviews Are Non-Negotiable

Technology evolves at lightning speed. One powerful example is the shift from mechanical flight controls to "fly-by-wire" systems in the aerospace industry. Instead of cables and levers, pilots now rely on electronic signals sent to servo motors to maneuver the plane.

Sounds like progress, right?

Not so fast. When this technology was first introduced, seasoned pilots struggled. Without the familiar tactile feedback of mechanical controls, they felt disoriented. Flying suddenly became harder, not easier. Over time, engineers solved the problem by adding artificial feedback—signals, gauges, and indicators that gave pilots the information they needed to stay in control.

The same is true in everyday life. Think about your kid’s PlayStation controller—the vibrations and haptic feedback aren’t just cool features, they’re vital signals. They let players know when they’re on track…or way off it.

Now here’s the kicker: in the workplace, many leaders skip feedback altogether.

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Feedback is Your Team’s Flight Control System

No matter how talented your people are, success only comes when there’s alignment between goals and efforts. Without feedback, alignment is impossible.

That’s why quarterly reviews are not optional—they’re mandatory.

And yet, when I suggest this, many leaders roll their eyes:

“I don’t have time for quarterly reviews—I barely have time for annual ones!”

But think about what you’re really saying:

• You don’t have one focused hour to spend with each team member every three months.

• You’re denying them their chance for “show and tell”—to share wins, struggles, and progress.

Imagine being the kid in grade school who never got a turn at show and tell. That’s how your employees feel when they’re starved of feedback.

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The Process: Keep It Simple

Like any new habit, quarterly reviews feel hard at first. But with a simple, repeatable process, they become second nature:

1. Block the time. Schedule it. Put it on both calendars. Make it real.

2. Bring SMART goals. Reviews are about alignment, so have the reference point handy.

3. Start with them. Ask, “How are things going?” Then listen. Really listen.

4. Discuss progress. Use a simple 1-to-5 rating scale for goals—and write down your assessment.

5. Review behaviors. Goals matter, but so does attitude. The ends do not justify the means.

6. Document it. Provide a written copy. Yes, HR might worry. But if you’re fair, consistent, and truthful, this protects both you and your team.

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The Bigger Picture

Humans are hard-wired to expect feedback. Without it, people fill the void with assumptions—usually negative ones. That breeds stress, disengagement, and turnover.

Quarterly reviews aren’t just about accountability—they’re about respect. By giving your time, attention, and honesty, you’re sending the most powerful signal of all: I value you.

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Action Item #16

Schedule and conduct quarterly reviews with every team member. No excuses. No delays. Just do it.