Issues faced by either the employee or by the company need to be communicated as soon as possible so that the results of the employee review do not come as a su

Issues faced by either the employee or by the company need to be communicated as soon as possible so that the results of the employee review do not come as a surprise and so that a plan/ideas can be thought of ahead of time. If the company has a problem with the work that you're doing or views your role within the company differently to you, they need to tell you as soon as possible so that corrective action can be implemented. Likewise if your salary is not sufficient, or there are other aspects that you feel are lacking such as training etc, communicate it early! Don't necessarily expect though that the company can implement a solution immediately, that may only happen as part of the employee review process itself, but at least now they're aware of the issue and can make any necessary adjustments to the budget before it's locked in for the year. If neither party communicates their expectations on remuneration or job function, resentment builds up and someone snaps. Either it comes from the company in the form of disciplinary action or firings, or the employee goes and looks for a new higher paying job and won't even accept more money from the existing employer to stay because they've already felt their trust has been betrayed. Expectation management is a continuous process for both parties, not something that should happen just once or twice a year.