In this MentorCruise guide, we’ll be taking a deep dive into the performance review process. We’ll cover topics such as how to create a performance review template, what to include in it, and best practices for getting the most out of your reviews.
Oh, and we’ll also give you some templates to help get you started!
What is a performance review template?
A performance review is a kind of professional evaluation that tries to assess (and in some cases quantify) an employee’s performance over a certain period. They’re a forum where employees and managers can discuss strengths and weaknesses, improvement strategies, and future goals.
Performance review templates are guidelines that help companies structure these performance reviews—no surprises there. They contain criteria, metrics, and questions that help managers, reviews, and HR reps make the review process as intrusive and productive as possible.
What are the benefits of performance reviews?
Encourages personal & professional development
Performance reviews can help employees (and managers) identify key strengths and weaknesses that are impacting their performance and overall well-being. This makes it much easier to set targeted improvement goals that result in lasting personal and professional growth.
Helps keep remuneration fair
Having a track record of employee performance reviews can help your business fairly allocate rises and promotions. Reviewing an employee’s performance review file before making a decision means you’re more likely to invest in the workers who have actively tried to improve their performance at the company.
Helps recommend training initiatives
By conducting performance reviews, you can identify skill gaps that are preventing employees from performing optimally. If multiple employees are struggling in the same areas, it may be time to invest in training and development to help them improve.
With MentorCruise, you can connect your employees with expert mentors who have the skills and experience to help your team develop and hone their skills. Plus, the flexibility of on-demand mentoring means that your team can fit sessions in around their other commitments!
Things to consider when conducting performance reviews
Know what type of performance reviews you’re conducting
To conduct a great performance review, you need to understand:
There are different kinds of performance review.
Different performance review methods fulfill different purposes.
You need to match the type of performance review with your business objectives. For example, annual reviews are usually much more reflective than quarterly reviews, which tend to focus more on short-term goal setting.
Convey your positive intent
Performance reviews can be intimidating, so it's important to emphasize that they're a chance for open communication and mutual understanding. Employees don’t want a lecture or a laundry list of weaknesses. They want actionable advice that helps them reach their goals.
Speak carefully and ask the right questions
Approaching performance reviews with a positive tone is essential for your employees' well-being. Choose your words and questions wisely to avoid discouragement. A constructive approach can motivate your employees by highlighting their strengths and setting realistic expectations for improvement. This helps both the employee and the company grow.
End the performance review on a positive note
Performance reviews should end respectfully, with a mutual understanding of what the best path forward looks like. They shouldn’t walk away feeling hopeless and discouraged—there need to be achievable goals and an action plan.
Performance review templates to get you started
As you may or may not be aware, there are multiple types of performance reviews that a company can decide to use. Each review type has a specific process, and the performance review templates should reflect that.
Below, we’ll be covering five of the most useful kinds of performance reviews:
GOOD performance reviews
Quarterly performance reviews
Mid-year performance reviews
Annual performance reviews
Professional development reviews
1. GOOD performance review template
GOOD (or Goals, Obstacles, Opportunities, and Decisions) is a type of performance review that’s great for facilitating meaningful, one-on-one conversations between managers and employees.
Each GOOD element is an area that the reviewer covers with targeted questions. The goal is to get a truly holistic overview of the employee’s performance and growth that leaves them feeling supported and motivated to improve.
Template
Details
Employee name:
Department:
Position:
Reviewer Name:
Position:
Date of Review:
Questions
Goals
What short-term and long-term goals have you been working towards?
How have you succeeded in these?
What should we work towards next?
Obstacles
Has anything hindered your progress?
What obstacles have I noticed?
What can you do to combat these things?
How can I help and support you?
Opportunities
What is something that you are proud of that your colleagues might not know about?
Do you feel like you are growing and improving in your work?
How can we help you to achieve your goals and get the most out of your career?
Decisions
What steps will you take before our next review?
What steps can I take to support you?
Have we made any other big decisions for the future?
Confirmation
Employee signature:
Date:
Reviewer signature:
Date:
2. Quarterly Performance Review
Quarterly performance reviews are a great way to tackle your employee evaluations. Since they come four times a year, there’s enough time in between each review for employees to implement changes and demonstrate their progress through tangible results. And on the flip side, reviews come frequently enough to maintain a high level of accountability and support employee engagement.
Template
Details
Employee name:
Department:
Position:
Reviewer Name:
Position:
Date of Review:
Question
Reflection
What were the highlights of this quarter?
What did not go well this quarter?
What do you want to achieve in the upcoming quarter?
Planning
What would make the next quarter successful for you at work?
How can we support you to help you achieve your goals?
How will you track your progress?
What steps will you take to meet these goals?
Future Goals
What are your goals for the next quarter?
How do your individual goals align with your team's goals?
Confirmation
Employee signature:
Date:
Reviewer signature:
Date:
3. Mid-year performance review template
Mid-year performance reviews strike a good balance between quarterly and annual reviews. They’re mid-point check-ins that lend themselves well to both short- and long-term goal setting.
Template
Details
Employee name:
Department:
Position:
Reviewer Name:
Position:
Date of Review:
Questions
Reflection
What have been the highlights of your year so far?
What has not gone well so far this year?
How have things gone since our last discussion?
Planning
What would make the rest of the year successful for you?
What kind of support can we offer to help you achieve your goals?
How will you track your progress toward these goals?
What steps will you take to achieve these goals?
Future Goals
What are your goals for the rest of the year?
What can you do to positively impact your performance in the next 6 months?
What can you do to work towards your ideal role?
How do your individual goals align with your team's goals?
Confirmation
Employee signature:
Date:
Reviewer signature:
Date:
4. Annual performance review template
Annual performance reviews are an important tool for guiding the professional development of employees and giving feedback on their performance.
In this template, employees are evaluated on four factors: core values, areas of improvement, goals, and ability.
Template
Details
Employee name:
Department:
Position:
Reviewer Name:
Position:
Date of Review:
Questions
Reflection
What were the highlights of your year?
What did not go well this year?
What do you think your talents are?
Do you feel like the work you’ve done this year has aligned with your values?
Have you found your work rewarding?
Planning
What personal goals would you like to set for yourself this year?
What professional goals would you like to set this year?
What skills would you like to develop or improve?
How can we support you in achieving your goals?
How will you track your progress on these goals?
Can we adjust your work so that it’s more rewarding for you?
Are there any opportunities we could create for you to utilize your talents?
Future Goals
How will you improve your performance moving forward?
When do you want to start seeing results?
Do your individual goals align with your team's goals and the company’s wider mission?
How will you challenge yourself this year?
Confirmation:
Employee signature:
Date:
Reviewer signature:
Date:
5. Professional development template
Professional development templates are useful for setting long-term goals for your employee’s development. These goals can be set for a year or more into the future, to give them an idea of what they’re working towards and what they ultimately want to achieve.
Template
Details
Employee name:
Department:
Position:
Reviewer Name:
Position:
Date of Review:
Questions
Reflection
Do you feel like any of your skills are underutilized in your current role?
What are your current career goals and priorities?
What excites you about your career?
How do you think your job aligns with your values?
Development
What hurdles do you see inhibiting your progress toward your professional goals?
Are there any training opportunities we can offer you to help you grow?
What can you change and continue to do to work towards your professional goals?
Training and Goals
What skills would help you be more effective in your role?
What skills would help you increase your efficiency?
What skills do you need to reach your short-term and long-term goals?
Confirmation
Employee signature:
Date:
Reviewer signature:
Date:
Conclusion
Now that we’ve covered the types of performance reviews and what they’re suited for, all you have to do is identify which is best suited to your needs.
And once you’ve conducted your performance reviews, MentorCruise can help you connect your employees with the training they need to address their skills gap. Our mentors are experts in everything from UX design to data science, so there’s sure to be something for every employee.
Want to learn more? Start browsing mentors today.