Performance reviews are the bread and butter of any HR or L&D team.
They help track progress, identify strengths, and address areas for improvement.
But, they can also be a major pain.
What if there was a way to make a part of the performance review process less painful and more productive? A way to gather valuable insights, instill growth, and actually enjoy the process?
With a performance review template, you have a structured outline for conducting and building reviews, making them smoother, more efficient, and dare we say it… even a little bit enjoyable.
What you’ll find in this article:
What is a performance review template?
Performance review examples for managers and employees
- Good performance review example for managers
- Peer performance review example
- Self-evaluation example
- Upward review example
How do you structure a performance review meeting?
Turn performance reviews into lemonade
What is a performance review template?
An employee performance review template is a structured framework that offers a consistent and efficient way to assess employee performance. It’s also a part of the entire performance evaluation system or evaluation process.
Instead of starting from scratch each time, a performance review template gives you a ready-made foundation with predefined sections and questions, letting you quickly tweak it to your team’s needs and get a well-built review out faster than doing it manually.
Our particular template takes a holistic approach to performance, breaking it down into three core functions: Job proficiency, quality of work, and professional identity.
- Job proficiency checks how well employees understand and execute their job’s essential tasks and functions.
- Quality of work is all about your employee’s job performance. It assesses the employee’s attention to detail, consistency, and overall excellence in their deliverables and contributions.
- Professional identity helps to look at the bigger picture. It helps you answer questions like: Are they a team player? Do they communicate effectively? Are they adaptable?
However, each role, department, and team will have unique requirements and measures of success. A junior team member might be evaluated on their willingness to learn and adapt, while a people manager will be assessed on their leadership and communication skills.
That’s why it’s especially important to vary your approach. This performance review template helps you do just that so that your review process is relevant, measurable, and actually leading to meaningful growth.
Download our employee performance review template.
Check your people’s skills and progress, set goals,
and provide constructive feedback.
Performance review examples for managers and employees
An employee performance review should not just be confined to top-down reviews. While the classic manager-to-employee evaluation is helpful, there are other valuable perspectives to consider.
A well-rounded approach might include:
- Manager’s performance review: The usual setup where the boss shares their feedback about their direct reports. Essential, but maybe not the whole story.
- Self-evaluation: An opportunity for employees to reflect on their own performance, identify their strengths and weaknesses, and set personal goals.
- Peer review: Helps you gain insights from colleagues who work closely with the employee, offering a different perspective on their contributions and teamwork.
- Upward review: Flip the script and let employees give their manager feedback, which can be super valuable for everyone and help build a culture of open communication.
A 360 approach to performance reviews is a good way to be sure that you’re getting a full understanding and picture of an employee’s performance.
Here are examples of each
Good performance review example for managers
A good employee performance review is a valuable opportunity for managers and employees to have an open conversation about performance, set goals, and identify areas for growth.
The key is to ditch the generic forms and opt for a structure that encourages constructive feedback and offer actionable steps.
A good performance review for managers should include:
1. Clear and actionable feedback
Vague feedback like “good job” or “needs improvement” is about as useful as a chocolate teapot.
Instead of: “John has a great attitude.” Try: “John consistently demonstrates a positive attitude, even when faced with challenging situations. He calmly and effectively handle a frustrated [X] customer on 2024.”
If you need inspiration, then check out our blog on employee evaluation comments.
2. Examples of good employee performance
Bring up concrete examples of their achievements and how they’ve positively impacted the team or the company.
For example: “Sarah consistently exceeded her sales targets this quarter. She closed a major deal with [client name], which resulted in [positive outcome].”
3. Areas for improvement (with tact and suggestions!)
A performance review process is a chance to deliver constructive feedback.
Instead of: “Jane needs to improve her communication skills.” Try: “While Jane has strong written communication skills,
I’ve noticed that she sometimes struggles to clearly articulate her ideas in meetings.”
4. Suggest specific development opportunities
This is where you move from feedback to action. Suggest relevant training courses, coaching sessions, mentoring opportunities, or even shadowing other team members.
For example: “To help David develop his leadership skills, I recommend that he enroll in the company’s leadership development program and shadows a senior manager for a week.”
Here’s an actual example you can adapt:
Performance Review – Alex Smith
Review Period: 1st January 2024 – 31st December 2024
Overall performance: 4.33 / 5 Exceeds Expectations
Key strengths:
- Alex’s recent social media campaign led to a 20% increase in website traffic and a 15% boost in leads.
- Alex effectively uses data analysis to inform marketing strategies and measure campaign effectiveness.
- Recently, Alex improved email open rates by 12% through A/B testing.
- Alex communicates effectively with colleagues, clients, and stakeholders.
Areas for development:
- While Alex communicates effectively in smaller groups, he sometimes appears hesitant when presenting to larger audiences. Suggested improvement: Enroll in a public speaking workshop or present topics in weekly team meetings to build confidence and presentation skills.
Goals for the next review period:
- Present the marketing strategy for a new product launch to a senior management audience.
- Lead a small team to develop and execute a comprehensive social media campaign for a key product line.
Manager comments: “Alex is a valuable asset to the marketing team. His creativity, analytical skills, and collaborative spirit consistently contribute to our success. I am confident that with continued dedication and the suggested development opportunities, Alex will further refine his skills and contribute even more to the company’s growth.”
Peer performance review example
Peer reviews can be a bit of a minefield. Humans want to support their colleagues, maintain positive relationships, and avoid any awkwardness. But sometimes, that desire to be “nice” (aka, ruinous empathy) can get in the way of conveying truly helpful feedback.
It’s completely natural to feel hesitant about saying “bad” things about our peers. But real, constructive criticism, when delivered thoughtfully, is beneficial for growth.
So, how do we navigate this tricky terrain? It starts with a well-designed peer review that inspires honesty while maintaining a supportive style.
Here’s what it might look like:
Peer Review – Chloe Evans
Review Period: 1st January 2024 – 31st December 2024
Strengths & contributions:
- Chloe deeply understands coding principles and best practices. She expertly troubleshooted a complex bug that had stumped the rest of the team.
- Chloe consistently maintains a positive and collaborative team environment. I really appreciated how she willingly offered to pair program with me when I was struggling with a new coding language.
Areas for development:
- While Chloe is technically brilliant, she sometimes communicates in a way that can be perceived as abrupt. For instance, during the last project, some of her emails lacked context.
- Chloe occasionally struggles to accurately estimate the time required for tasks, which can lead to missed deadlines or a rushed work product. Perhaps exploring time management techniques or utilizing project management tools could help in this area.
Confidentiality: This review will be kept confidential and used solely for the purpose of professional development.
Self-evaluation example
A self-evaluation is an employee’s chance to shine. It’s an opportunity to document achievements, showcase skills, and demonstrate value to the organization. Think of it as a professional “humblebrag” – a chance to toot your own horn with class and clarity.
But it’s not just about listing the wins. A self-evaluation is also a valuable exercise in self-reflection. It encourages you to step back, assess your performance objectively, and identify areas for growth. This self-awareness is fundamental for continuous improvement and a growth mindset.
So, what should a compelling self-evaluation include?
Self-Evaluation – James Wilson
Review Period: 1st January 2024 – 31st December 2024
Overall contributions: Exceeds Expectations
Key achievements & contributions:
- Exceeded personal sales targets by 15% and contributed significantly to the team’s overall sales growth of 20%.
- Successfully secured three major new clients for the company, expanding our market reach and generating £250,000 in new revenue.
- Mentored two junior sales representatives, supplying guidance and support to help them develop their sales skills and achieve their targets. This included sharing best practices, conducting mock sales calls, and providing constructive feedback.
Areas for development:
- While I’m confident in my sales abilities, I recognize the importance of continuously refining my negotiation skills. I plan to participate in the upcoming “Advanced Negotiation Techniques” workshop offered by the L&D department to put this to practice.
- I sometimes struggle to maintain a consistent level of motivation and focus, especially during challenging periods.
Goals for next review period:
- Achieve a 20% increase in personal sales and contribute to a 25% growth in team sales.
- Take on a leadership role within the sales team.
Open-ended reflection:
- I am most proud of my ability to build strong relationships with clients and consistently exceed sales targets, even in a competitive market.
- The biggest challenge I faced this year was adapting to the new CRM system and integrating it into my sales workflow. I overcame this by actively participating in training sessions, seeking support from the IT department, and collaborating with colleagues to share best practices.
- To achieve my goals for the next review period, I would appreciate the opportunity to attend industry conferences and receive ongoing coaching from my manager on leadership and team development.
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Upward review example
Upward reviews. Sounds a bit formal, doesn’t it? But don’t worry, this isn’t about putting your manager in the hot seat. It’s about creating a valuable feedback loop that helps them become even better leaders.
It is a chance for your team to share honest insights and help shape the kind of leadership they thrive under.
Here’s what a friendly and effective upward review might look like:
Upward feedback for Alex
Review Period: 1st January 2024 – 31st December 2024
Leadership & communication:
- Alex is fantastic at communicating expectations and goals. He always makes sure we have a clear understanding of what we’re working towards and how our roles contribute to the bigger picture.
- Alex has a really supportive and collaborative leadership style. He encourages us to share our ideas, even if they’re a bit “out there,” and they create a safe space for us to take risks and learn from our mistakes.
Support & Development:
- Alex is a true champion of our professional development. He’s always encouraging us to attend training courses, pursue certifications, and take on new challenges that stretch our skills.
- Alex has a genuine open-door policy. I always feel comfortable approaching him, knowing he’ll listen and offer support.
Teamwork & Collaboration:
Teamwork & Collaboration:
- Alex is a master at maintaining a supportive and collaborative team environment. He organises regular team-building activities, celebrates our successes (big or small), and makes sure everyone feels valued and appreciated.
Areas for Improvement:
- While Alex is great at providing regular feedback, it would be even more helpful if he could provide more specific examples to illustrate their points. This would help us to better understand his feedback and take concrete steps to improve.
- Sometimes Alex can get a bit caught up in the details and lose sight of the bigger picture. It would be helpful if he could delegate some of the smaller tasks to free up his time for strategic thinking and planning.
Confidentiality: This feedback will be kept confidential and used solely for the purpose of helping Alex become an even more effective leader. The feedback will be shared with Alex’s manager only.
How do you structure a performance review meeting?
Performance review meetings are one-on-one sessions where employees and managers sit down to discuss performance, set goals, and map out their development journey. This may be an annual performance review, quarterly performance review or bi-annual performance review. This will change according to your company but opting for an annual or bi-annual evaluation is a good start.
We know these meetings can be so much more than just a formality. When structured thoughtfully, performance reviews become a valuable tool for employee development, goal alignment, and open communication.
With this in mind, let’s go over some tips for managers and employees.
Tips for managers
For managers, performance reviews can be stressful but with these tips, it has the potential for a great outcome.
For starters, choose a date and time that works for both you and the employee, allowing ample time for a thorough discussion without feeling rushed. Avoid scheduling it during a particularly hectic period or right before a major deadline, as this can add unnecessary pressure.
It’s also a good idea to give the employee a copy of their performance review a day or two before the meeting. This gives them time to digest the feedback and prepare their thoughts. However, sharing the review without a meeting on the horizon can create more stress for the employee.
Additionally, a confident and effective manager is one that is well-prepared. Don’t wing it—instead, go through this checklist:
- Refresh your memory: Take a look at the employee’s past performance, employee performance metrics, and any previous feedback.
- Gather specific examples: Back up your feedback with concrete examples of their work, highlighting both the good stuff and areas for improvement.
- Set clear expectations: Be crystal clear about your expectations for future performance and development.
- Be ready for a two-way conversation: Remember, this is a dialogue, not a lecture.
Wrap up the review with clear milestones and actionable next steps. If a performance improvement plan is needed, discuss it in detail, outlining expectations, timelines, and the support available.
If the review includes good news like a promotion or salary adjustment, announce it during the meeting.
Tips for employees
Next, let’s talk about how employees can prepare and make the most out of these opportunities.
Before your review, take some time to reflect on your progress. Think about your accomplishments, the challenges you’ve overcome, and the areas where you’d like to improve.
Additionally, keep in mind that feedback is a gift, even if it’s not always wrapped in shiny paper. Be open to hearing your manager’s perspective, as it is an opportunity for growth, not a personal attack.
After the meeting, take some time to process the feedback you’ve received.
- What resonated with you?
- What surprised you?
- How can you use this feedback to improve your performance and achieve your goals?
Taking an active role in your performance evaluation and fully adopting the feedback process can transform what may seem like an anxiety-inducing event into a valuable resource for growth.
Turn performance reviews into lemonade
Performance reviews shouldn’t be a chore. They’re a golden chance for growth, a way to say ‘Hey, you’re doing great here, and here’s how we can make things even better!’
Think of it as a pep talk with a purpose. And, with our handy performance review template and a dash of good vibes, you can turn your next performance review into a high-five for everyone involved.
So ditch the dull forms, grab our free template, and get ready to make those reviews rock.
Originally published on: 31 May 2023 | Tags: Template
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