Continuous performance management (CPM) replaces the once-a-year review with ongoing conversations about goals, progress, and growth. Employees hear how they are doing, and the feedback can still change the outcome.<\/p>\n\n\n\n
Timing matters more than most teams expect. Gallup’s 2024 data shows that only 5% of employees who get feedback once a year or less are engaged, compared with 48% of those who get it weekly<\/a>.<\/p>\n\n\n\n In this guide, we’ll cover what CPM is, how it works, and how to roll it out.<\/p>\n\n\n\n\n\n Continuous performance management (CPM) is a year-round approach to managing performance. Managers and employees hold regular check-ins, share feedback as work happens, and adjust goals when priorities change.<\/p>\n\n\n\n The traditional model packs a year of work into one meeting. CPM spreads that conversation across the year, so each discussion covers a few weeks of work instead of twelve months.<\/p>\n\n\n\n Three traits set CPM apart from the old model:<\/p>\n\n\n\n Most CPM programs still include formal reviews. Those reviews summarize conversations that already happened, so nothing in them comes as a surprise.<\/p>\n\n\n\n The main difference is timing. Annual reviews look back at the past year, while CPM focuses on what is happening now and what comes next.<\/p>\n\n\n\nWhat is continuous performance management?<\/strong><\/h2>\n\n\n\n
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How is continuous performance management different from annual reviews?<\/strong><\/h2>\n\n\n\n