Employee updates the facts
Current result, meaningful evidence, confidence, blocker, support request, and proposed next action.
Continuous performance management
Discuss progress and remove blockers between formal reviews
Capture concise progress, evidence, feedback, blockers, support decisions, and follow-up while the work is still current—then carry that context into the formal review.
Continuous does not mean constant scoring. It means employees and managers can maintain useful context and resolve obstacles before the annual review arrives.
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- Short updates tied to agreed goals and work
- Assign each agreed action to a person with a due date
- Review evidence accumulates without passive monitoring
Reviewed by Jodoo’s product and content team · September 6, 2026. Explore sample goals, reviews, and follow-up in the app, then adapt the process to your team.
Included in the sample appGoals, progress updates, check-ins, blocker views, and decision dashboards.Adapt after installationSet the reminders, permissions, routes, and review rules your team actually uses.
Use check-ins to resolve blockers and agree next steps
Each touchpoint should answer a different question instead of repeating the same review form every week.
Manager agrees the next step
Keep the target, change a milestone, remove a blocker, add support, recognize progress, or open a development action.
The commitment stays visible
Owner, due date, status, next check-in, and evidence of completion remain connected to the goal.
Formal assessment starts with history
Goals, updates, feedback, decisions, and outcomes provide context without writing the review automatically.
Use the system to support conversations—not to watch employees
The design should make expectations and follow-up clearer while protecting trust.
PracticeUseful designAvoid
Progress updates
A short update against an agreed measure, milestone, or outcome.
Daily activity logs with no decision purpose.
Feedback
Specific examples connected to work, values, skills, or a development goal.
Unstructured notes that the employee cannot understand or respond to.
Blockers
A visible support request with a manager decision and owner.
Treating every obstacle as an employee failure.
Reporting
Upcoming check-ins, goal confidence, support requests, and overdue actions, with links to the relevant records.
Hidden productivity scores or rankings from passive activity.
Change the questions when the conversation changes
Different teams may need monthly goal reviews, project check-ins, coaching conversations, or milestone feedback while sharing core ownership and follow-up fields.
Cadence by work type
Schedule the right check-in rhythm without assuming every employee or team follows the same calendar.
Prompts that earn their place
Ask only for facts or reflection that change the next decision, support request, or formal review.
Manager exception views
Prioritize blocked goals, missing updates, overdue actions, declining confidence, and conversations that need support.
Evidence carried forward
Keep meaningful examples and outcomes available for appraisal without converting every update into a rating.
Questions about regular performance check-ins
A recurring form is not a continuous performance practice by itself.
What is continuous performance management?
It is an ongoing rhythm of goal updates, feedback, check-ins, coaching, support decisions, and follow-up between formal reviews.
How often should check-ins happen?
Use the shortest cadence that matches how quickly goals, risks, and support needs change. Monthly or milestone-based check-ins may be enough; do not collect weekly updates nobody uses.
Should every check-in include a rating?
Usually no. Use check-ins to clarify progress, feedback, blockers, support, and next actions. Reserve ratings for a defined decision where the scale and consequences are clear.
Can check-in history inform appraisal?
Yes. Bring relevant goals, evidence, feedback, and completed actions into the review while leaving the final assessment to accountable people.
How can employees see what is recorded?
Use clear access rules and employee views for appropriate goals, updates, feedback, decisions, and commitments. Keep confidential or restricted records explicitly governed.
Can Jodoo support different team cadences?
Yes. A trained administrator can configure check-in types, schedules, prompts, routes, role views, reminders, and dashboards for different teams.
Try a complete check-in
Open the Jodoo applicationTry a goal update, manager discussion, and follow-up
Use current goals, one blocker, one support request, and one completed action to test whether the workflow improves the conversation.