Employees should be regularly evaluated for their performance at work to see if they deserve some merits or they need further training. The right performance review template can be an incredible tool for you as an employer to help your employees grow and boost company productivity.

Performance Review Templates

What is a performance review?

A performance review is a regulated process of assessment where employers, managers or supervisors evaluate an employee’s work performance. As you record the results of the review on a performance review template, you can identify the employee’s strengths and weaknesses

With it, you can also help with setting goals and offer feedback in terms of their performance. The depth and frequency of these reviews vary by company, depending on your company’s size and your goals for conducting the review.

Employee Evaluation Forms

What should I say in a performance review?

You may have an efficient performance management system that provides real-time reports that enhance the collaboration between your managers and employees. But even with this kind of program, you should still know what to say and how to say it aside from using the employee review form.

If you want the review process to yield results that lead to better employee retention and engagement, you need more than a performance review template. Here are some suggestions for you to say during employee performance reviews:

  • Provide your employees with informal feedback regularly
    Although you would only conduct performance reviews 1 or 2 times a year, you shouldn’t limit your feedback to these short periods. It’s a good idea to offer consistent feedback throughout the year. This way, there won’t be any surprises when performance review time comes along.
  • Be as honest as possible
    It’s also recommended to be as honest and clear as possible during these reviews. This means clarity on both sides – in what you expect from your employee in the future and what the employee expects from you.
  • Conduct the review in person
    Your written review must be very brief. It should contain an overview of the discussion points that makes for a more nuanced in-person conversation. Try scheduling the meeting in a more casual setting to make your employee feel more comfortable.
  • Use examples if possible
    When you talk about areas where your employee needs improvement or on things they have performed well on, share clear examples if possible. This is one reason why you should take notes over time. Having these examples proves that you’re paying attention and this adds credit to your expectations.
  • End this positively
    It’s always a good move to leave the review with mutual respect and understanding. Never make the employee feel that they’re in the dark. You can use the review process not just as an opportunity to set goals but also to make your employee feel like they have a clear and reasonable action plan to help them get back on track.

Employee Review Templates

How do I do a performance review for an employee?

Perhaps the most formal part of a performance review cycle is the appraisal. It is here where your one-on-one meeting with the employee takes place. After filling up the performance review template, you would hold a conversation to talk about the results.

In general, there are a few common methods of measuring performance while using an employee review template:

  • Job Performance Scale
    Not all jobs can set competencies clearly. There are several recommended questions to ask when it comes to evaluating job performance. All scales possess certain measured reliability which indicates to what extent the scale will generate similar results under the same situations.
  • Competencies
    Another way of assessing an employee’s performance using a performance evaluation template is through competencies. Each job usually requires a number of competencies necessary to successfully perform the job. These are the job-specific competencies.
    In addition, there are also core competencies and these are the competencies that everyone in your organization needs. You use competencies in performance reviews by first selecting 3 to 4 of the most significant job-specific competencies and your company’s core competencies. Based on these competencies, you can rate the employee’s performance over the past period.
  • 360 Appraisal
    The 360 appraisal is a peer-feedback system where you direct your employee’s peers to provide input on their performance. This is a balanced method as the employee gets evaluated from different perspectives. The 360-degree feedback, however, is mostly used as a tool for managers.

How do I review my own performance?

Apart from using a performance review template to review your employees, you should also use this process for yourself. Doing a self-review with or without a performance appraisal template. Here are some things you can do to review your own performance:

  • Review yourself regularly
    Conducting regular reviews allow you to always be on top of your objectives and as such, make you more likely to achieve them. This also results in performance reviews that are increasingly positive, making them seem like just ordinary tasks.
  • Determine the role that you play
    Start by determining what you believe is your official role. Write down your routine responsibilities. Include in this list all of the official tasks that make your position what it is along with any other tasks that your clients might ask you to do.
  • Identify all of your achievements
    Include both the small and big ones. It’s best to start with the small ones and from there, build-up to the bigger ones which are much easier to remember. To help you out, you can create a “success log” where you can note down your accomplishments.
    Much like you would already have information for your employee evaluation form, keeping a log will make your self-review process easier.
  • Identify all of your mistakes
    Start by identifying your errors and your involvement in any situations that went wrong. Although the mistake might not have been your fault, you might have contributed something to rectify the situation.
  • Identify all of your goals
    Clearly identify your goals – start with the lesser but immediately actionable ones. This way you regularly achieve “small” triumphs before proceeding with the more important goals.
  • Set objectives
    After setting your goals, you can determine the objectives you need to achieve them. A good way is to break these down into small, achievable steps so that you will not feel overwhelmed. Identify as well those barriers that may prevent you from achieving your goals and how to overcome them.