We’re exploring changes to our performance management approach by introducing a mid-year check-in and a year-end evaluation. At the same time, we already run an established Talent Review process mid-year, though employees are not informed of their placement. We’re mindful that managers might see these processes as repetitive. How do you handle this in your organizations? What approaches have worked well for you? 

Potentially it feels repetitive because leaders don't see the value in it. Plus the event-based review model creates stress around having review completed on time. You have to be very deliberate that the process is a leader responsibility, it's not the HR team's responsibility. Leaders need to be held to account by their leaders for the completion of the reviews, rather than the HR team.

The best approach I ever implemented was actually 4 key events - Performance Plan, quarter year check in, mid-year, 3rd quarter check in and the end of year review. Responsibility for the review occurring was on the leaders, but we communicated that employees could book them also. That stopped people complaining that their leader never booked it in time.

We do a mid-year and annual review, plus a Talent Assessment annually. I'm trying to streamline the assessment part. This has worked well for us. We had tried more frequently and got a lot of feedback that quarterly was too frequent.

we have mid year and end of year required reviews. the mid year review isn't required of our field based technicians. we do not do separate talent reviews.

1. Change management is everything. You are right to be concerned that managers may see these new processes as repetitive. Following the ADKAR change management process - combined with creating and sharing a clear roadmap - can go a long way.
2. I highly recommend the book "Helping People Win at Work" by Ken Blanchard and Garry Ridge when looking to refine your talent review processes.

I'd be happy to chat further.

I know lots of folks might disagree, but I like combining performance check-ins/reviews with talent reviews. I think they make for more robust conversations. If facilitated well, the dialogue can be segmented / flow from "how are they doing in their job now" and then "what might the future look like for them?".