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A performance review template ensures consistency, clarity, and efficiency, helping managers provide feedback and set goals.
Templates like 360, goal-setting, and simple performance reviews cater to different evaluation needs.
Review templates help align employee goals with the company's objectives, fostering growth and improving department performance.
Regularly reviewing and updating templates ensures relevance, matching changing roles, company strategies, and long-term goals.
Only 30% of workers feel that their performance reviews are fair. Even more, 70% of companies are rethinking how they handle performance management. A performance review template can simplify the process, help employees understand their growth, and show how their work impacts the company's success.
In this article, we’ll cover what a performance review template is, how to measure employee performance, and how to build a template you can customize for appraisals in your organization.
A performance evaluation template is a helpful tool for managers and HR leaders to assess an employee's work fairly. It helps identify strengths and weaknesses by guiding managers through key topics to discuss during evaluations.
Templates ensure all reviews follow the same format, treating everyone equally and using the same criteria.
With a template, managers feel more confident in their evaluations. They don’t need to spend time creating questions and can instead focus on:
Giving helpful feedback
Setting goals
Highlighting areas for growth
Predefined sections make the process quick and easy. Managers can stay focused on important aspects of performance without diving into unnecessary details. This leads to clear, concise reviews that outline expectations and improvements.
Ultimately, using a performance review template helps both employees and the organization grow.
Here are some general sample performance review forms that work well for most teams:
Review frequency: Annually, bi-annually, or quarterly.
This type of review focuses on feedback rather than just numbers. It's important to give employees clear feedback so they know how they’re doing. Giving a rating without explanation can confuse them and slow their growth.
A simple performance review keeps expectations clear without overwhelming the employee. It’s an easy yet effective way to talk about performance.
Focus the review on goals and back up your points with examples. This will help employees understand what they need to improve.
Review frequency: Annually or bi-annually.
In a goal-setting review, you’ll focus on the employee’s objectives. These goals should align with their professional growth and the company’s larger plans. For example, a team lead might aim to improve cross-department communication, which supports the company’s transparency goals.
Goals should follow the SMART format: Specific, Measurable, Achievable, Realistic, and Time-bound.
Review frequency: Once a year.
A 360 review gathers feedback from all sides, including self-assessment, peers, managers, and even feedback on the manager. This is especially helpful for managers who want input from their team. Use this template if you’re looking for insights from those who work closely with you, no matter their role.
Review frequency: Annually or bi-annually.
This review focuses on an employee’s personal goals and career growth. It’s useful for evaluating how their job helps them grow professionally. For example, if an employee wants to develop leadership skills, you can review how they’ve taken steps toward that goal and discuss the next actions they can take.
Review frequency: Only when an employee is underperforming.
Before doing a performance improvement review, ensure a clear improvement plan is in place. It’s crucial to set performance expectations ahead of time, giving the employee a chance to meet them. Then, use this review to measure their progress based on your goals.
Review frequency: Once a year.
A compensation check-in reviews performance to decide if a raise is deserved. It doesn’t guarantee a raise but helps clarify what’s expected of one. Use examples of when the employee went above and beyond to make the process transparent.
Review frequency: Only when an employee is excelling.
This review celebrates an employee’s success. It details how their work has positively affected the team or company. It’s often paired with a compensation check-in. Recognizing excellent work can boost morale and give both of you a chance to reflect on what’s gone well.
Here are our top tips for making an effective employee annual review template for your company.
There are many performance reviews, depending on the role. You can pick from self-assessments, manager-led reviews, 360 reviews, or a mix. While some managers prefer paper-based reviews, many companies are switching to digital versions. In a digital review, the template is often pre-filled before the meeting. Then, the manager and employee will add comments and goals during the meeting. Keeping a digital record makes sure nothing important gets lost.
The goal of a performance review is to help employees improve, which benefits the business. The review will only be useful if you assess the right skills. Make sure the competencies you focus on match the company’s long-term goals.
At the top of the template, include key employee details like their full name, position, department, review date, and the review period. This helps keep things organized.
There are several rating scales you can use to assess employees, such as the Likert scale, a behaviorally anchored rating scale, or a simple five-point scale. Whichever you choose, make sure it’s easy to understand for both the reviewer and the employee.
Rating scales help gather numbers you can track, but leaving room for comments is also important. This is where you can explain the ratings, give constructive criticism, and share positive feedback.
HR should regularly check the performance review templates to ensure they stay current. Update them to reflect changes in roles, company goals, or strategy.
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Using a performance review template makes it easier for managers to evaluate their employees and provide helpful feedback fairly. It keeps the process consistent, saves time, and helps employees and the company grow. Whether you're focusing on goals, development, or celebrating success, having a structured template makes everything smoother. By regularly updating the templates and choosing the right format, businesses can evaluate their performance and continue supporting their team’s growth.
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