Why is it that performance appraisal is a one-time a year event? Way too many bosses do not have frequent performance discussions, thinking they have to be some formal, drawn-out process. They don’t. Ideally, the more formal (typically annual or semi-annual) appraisal discussion should be a summary of all of the informal performance discussions throughout the period of the review. There should be no surprises. This means that bosses have to keep short lists, be timely with performance feedback, and be direct. When we procrastinate those needed discussions and save them up for months until an annual discussion, it doesn’t make it easier; it makes it surreal. The employee is listening to you talk about something so remote from her mind that rather than actively listening she is racking her brain trying to put your comments in context so she can defend herself. Procrastination results in defensiveness; not improvement.