Free employee performance review templates & examples

Hearing the words, “performance review”, can bring up mixed emotions for managers and employees. Some might look forward to it, while others may feel anxious.

For many managers, the stress comes from the challenge of delivering constructive feedback. And why not? U.S. managers take one to two weeks to complete a performance review for a single employee! 

Research shows that  85% of employees would consider quitting if they felt their performance review was unfair. So, what’s causing this gap? Why does this happen?

It’s about finding the right balance between coaching and constructive criticism. How can you strike that balance? We have useful tips, examples, and a performance evaluation/review template to make your review process more effective and fairer.

What is a performance review?

A performance review is a structured process that evaluates an employee’s past performance while setting clear expectations for the future. But what is the purpose? These reviews serve a dual purpose: providing constructive feedback and outlining the next steps for personal and professional growth.

Managers leverage performance feedback to inspire employees, prioritize career development, and clarify roles and responsibilities. On the other hand, employees use this feedback as a guide, helping them align their efforts with the right goals and adjust their behaviors accordingly.

According to Gallup studies, meaningful feedback boosts employee engagement and reduces turnover. And yes, it is 100% true! When employees receive regular, thoughtful feedback, they feel more connected to their work and the organization, which fosters loyalty.

Also Read: What to measure in employee performance reviews

Tips to maximize employee performance reviews

Have you ever wondered how effective your company’s employee evaluation system is? You’re not alone! Many employers are finding that their current methods aren’t hitting the mark. In fact, some are even considering scrapping performance reviews altogether. 

So, what can be done to make these evaluations more meaningful? How can you maximize the effectiveness? Team leaders might consider implementing the below-listed tips with examples when it comes to the performance evaluation of employees: – 

Focus on a few metrics

Understand this with an example – if we talk about a customer support team, you could track one or two quality indicators, such as the percentage of resolved complaints, along with regular attendance. Additionally, it’s effective to evaluate employee goals three or four times annually.

Create your metrics

Every company and team have unique needs. For example, Laura Smith from Inc. found that her team’s old productivity formula wasn’t effective for comparing employees’ performance, so they created a new one. Have you ever had to tweak your metrics?

Align with company-wide KPIs

It means that if your company prioritizes customer satisfaction as a key performance indicator, it’s essential to measure these metrics at the team level as well.

Reassess your metrics

At times, the metrics you initially select may not provide the insights you expected. Don’t hesitate to adjust your performance measurements if they no longer align with your company’s goals. Simply put, if tracking the number of sales calls leads to quantity over quality, consider focusing on more meaningful indicators.

Consider 360-degree feedback

Team leaders can benefit from gathering insights from colleagues to evaluate team members’ performance. Peer feedback can be valuable when assessing qualities like helpfulness and alignment with company values.

Choose the right tools

Nowadays, there are numerous team collaboration tools to assist in this process. You might also consider comprehensive performance review platforms like PeopleGoal, Small Improvements, and Trackstar for tracking and monitoring goals.

Also Read: How to upgrade your employee performance review process

Sample template of performance review 

The staff appraisal template is an example of how managers can provide constructive feedback. It shows how to guide employees by highlighting what they’re doing well and offering suggestions on what they can focus on moving forward. 

Leverage technology for efficiency

Performance reviews can often be a lengthy task for managers, but the good thing is embracing technology can make the process more efficient: – 

• Tools like Asana and Trello are great for tracking tasks and monitoring goals.
• Performance review platforms, such as Small Improvements and Spidergap, allow you to organize all assessments in one place, making them easier to manage.
• Instant feedback apps like Impraise and TINYpulse are gaining popularity, enabling managers and employees to give and receive evaluations anytime, anywhere.

For a well-rounded approach to performance management, it’s worth exploring various tools to find the one that best fits your company’s needs. At Workable, we use Small Improvements, which makes it easy to monitor performance, set goals, and capture important traits or noteworthy moments. Plus, moving away from paper-based processes is always a smart move!