Performance Review Templates: 12 Templates for Efficient Feedback

Performance reviews are an essential part of a healthy and productive workplace.

Unfortunately, both employees and those reviewing their performance often face stress and anxiety over the entire process. Employees are afraid of poor results, while managers are juggling multiple performance reviews along with reporting the results to higher management.

Performance review templates can provide much-needed guidance and make sure your review process runs smoothly.

In this blog post, we’ll provide you with 12 free performance review templates, as well as answer some questions about why and how to conduct successful performance reviews.

• Performance reviews are essential for evaluating employee performance, setting goals, and developing their skills and capabilities.
• Productive performance reviews assess achievements, identify areas for improvement, set goals, and provide constructive feedback.
• Performance review templates ensure consistency, efficiency, and fairness in the review process.
• As an employee, you can prepare by reflecting on your performance, gathering examples of good performance, and going into a performance review with a growth mindset.
• As a manager, you should prepare thoroughly, provide positive feedback, focus on behavior, and be direct, yet supportive.

What is a performance review template?

A performance review template is a document or a form used by organizations to evaluate an employee’s performance. It typically has predefined sections for questions and prompts that cover various aspects of an employee’s job performance. 

For example, it usually touches on: 

• Job responsibilities,
• Goals,
• Strengths, 
• Areas for improvement, and
• Overall performance ratings.

Performance review templates can also include spaces for: 

• Comments, 
• Constructive feedback, and 
• Goals for the future.

Using performance review templates saves time and ensures fairness and consistency in assessments.

Performance review templates

We’ve prepared 12 templates that you can download right away, for free, and then edit according to your specific needs.

Let’s get right into performance review templates! 

Annual performance review template

Annual performance reviews are used in many industries and organizations and cover job performance over the course of a year. An annual performance review is the most commonly used measure of employee performance.

Usually, they are geared more toward discussing overarching goals, achievements, and challenges rather than a detailed analysis of skills.

We’ve prepared an annual performance appraisal template that covers the following categories:

• Job knowledge,
• Quality of work,
• Communication skills,
• Teamwork,
• Initiative, and
• Overall performance.

Quarterly performance review template

A quarterly performance review is held every 3 months, at the end of each quarter. 

Quarterly performance reviews allow for more frequent feedback than annual reviews but are not as overbearing as monthly reviews. A 3-month review allows for enough time to review performance on a larger scale, without having to wait a whole year to assess an employee.

We’ve prepared a quarterly performance review template that covers the following categories:

• Progress of goals,
• Quality of work,
• Communication skills,
• Team collaboration,
• Challenges faced,
• Strengths,
• Areas for improvement, and
• Overall performance.

Monthly performance review template

Unlike annual or quarterly reviews, monthly reviews offer a more frequent opportunity to discuss: 

• Goals, 
• Performance, 
• Areas for improvement, and 
• Challenges of the job. 

Monthly reviews are a good in-between solution to weekly or yearly reviews.

During monthly reviews, you can do an overall assessment of performance, or, if you want, add a rating system.

We’ve prepared a template with an open-ended system of assessment where you can add your thoughts and comments about the employee’s performance. These are the categories in our monthly performance review template:

• Progress of goals,
• Completed tasks,
• Quality of work,
• Communication skills,
• Team collaboration,
• Challenges faced,
• Strengths,
• Areas for improvement, and
• Overall performance.

Weekly performance review template

Weekly performance reviews provide more immediate feedback and allow for ongoing mentoring and adjustment of goals. These reviews are typically more informal and held as brief check-ins or one-on-one meetings to discuss progress, achievements, and challenges. 

Weekly performance reviews are rarely used to rate performance — their main goal is to keep everyone in the loop and track progress.

Therefore, we’ve prepared a template with prompts and suggestions on what you can talk about during your weekly performance reviews. These are the key talking points for a productive weekly check-in:

• Progress on goals,
• Upcoming tasks,
• Feedback on performance,
• Challenges and solutions,
• Recognition and appreciation, and
• Communication and collaboration.

Simple performance review template

In some cases, a simple performance review that can be rated on a numerical scale is all that you need.

We’ve prepared a simple template to cover all the important aspects of an employee’s performance while keeping it concise and suitable for a numerical rating system. 

The criteria for rating performance in our template are as follows:

• Attendance,
• Punctuality,
• Productivity,
• Teamwork,
• Communication,
• Independence,
• Quality of work,
• Task prioritization,
• Initiative,
• Following policies, and
• Overall performance.

90-day performance review template

A 90-day performance review is usually held at the end of a 3-month onboarding period. 

It focuses on the onboarding experience, organizational adjustments, and the application of skills and knowledge needed for the job.

Our 90-day performance review template includes sections that cover the following categories:

• Job knowledge,
• Performance,
• Organizational adjustment,
• Team collaboration,
• Company culture, and
• Overall performance.

30-60-90 performance review template

A 30-60-90 performance review is an evaluation process conducted during the employee’s first three months in a new role. 

As the name suggests, it’s held after the first 30 days, then after 60 days, and finally after 90 days. These reviews serve as checkpoints to assess progress, performance, and integration into the organization.

The 30-60-90 performance assessment is beneficial to both the employee and the organization because it allows them to get to know each other’s needs and expectations and provide relevant feedback early on in the onboarding process.

With our 30-60-90 performance review template, you have a place to write down your assessments for all 3 periods in one place. The categories upon which performance is evaluated are as follows:

• Job knowledge,
• Quality of work,
• Communication skills,
• Integration,
• Teamwork,
• Adaptability, and
• Overall performance.

360 Performance review template

A 360 Performance review is a comprehensive feedback process that gathers information about an employee from multiple sources. 

For example, an employee’s performance will be evaluated not only by their direct supervisor but also by their peers, direct reports, higher management, and even external individuals such as clients and customers.

Conducting a 360 performance review can be challenging due to the varied nature of feedback collected from multiple sources. We’ve created a simplified version of a 360 performance review template that allows you to gather the results and rate the overall performance in a meaningful way.

You can input information from three different sources and keep track of their feedback in the following categories:

• Job knowledge,
• Communication skills,
• Team collaboration,
• Problem solving,
• Leadership,
• Adaptability,
• Quality of work, and
• Overall performance.

Team performance review template

A team performance review is an assessment of the collective performance, achievements, and challenges within a team. Team performance reviews evaluate the overall performance and dynamics of a group of individuals working together, with a special focus on how they collaborate toward common goals.

Team performance reviews may be held periodically (e.g., quarterly or annually) or in response to specific events or projects. They can take various forms, such as: 

• Structured meetings, 
• Surveys, or 
• Individual assessments of team members, which contribute to a larger picture.

We’ve prepared a template you can use to assess and comment on your teams’ performance as a collective. We’ve included the following categories for evaluation:

• Goal alignment,
• Communication,
• Collaboration,
• Problem solving,
• Decision making,
• Accountability,
• Productivity,
• Task delegation,
• Innovation,
• Adaptability,
• Leadership,
• Team and employee morale, and
• Overall performance.

Employee self-evaluation performance review template

An employee self-evaluation is usually conducted alongside a formal performance review by the employee’s manager or supervisor. 

The purpose of a self-evaluation is to encourage employees to: 

• Reflect on their performance, 
• Learn from past challenges, and 
• Be prepared to meaningfully contribute during the performance review meeting later on.

We’ve prepared a template that can help you self-evaluate your performance in the following categories:

• Job knowledge,
• Communication skills,
• Team collaboration,
• Problem solving,
• Adaptability,
• Leadership,
• Quality of work, and
• Overall performance.

Professional development review template

A professional development review is designed to evaluate an individual’s skill development and growth as well as the potential in their professional development journey. 

Unlike traditional performance reviews, which primarily focus on past performance, professional development reviews are forward-looking and focus on identifying opportunities for growth, skill development, and career advancement.

Professional development reviews can be conducted periodically (e.g., annually or biannually) or in conjunction with annual performance reviews. 

We’ve prepared a professional development review template you can use to assess an employee’s potential for growth and development with the help of the following criteria:

• Career goals,
• Strengths,
• Areas for improvement,
• Skill development,
• Training needs,
• Professional networking,
• Mentorship/coaching,
• Career progression,
• Work-life boundaries, and
• Development plan.

Compensation review template

A compensation review is an evaluation of compensation and benefits provided to employees. 

It typically involves analyzing information such as market trends, employee performance, and organizational budget to determine the appropriate:

• Salary,
• Bonuses,
• Benefits,
• Incentives, and
• Other forms of compensation.

Transparency and effective communication with employees about the rationale behind compensation decisions are essential to maintaining employee satisfaction and trust.

We’ve prepared a compensation review template to cover all the necessary information for an informed decision about compensation. Here are the categories our template covers:

• Market trends,
• Employee performance,
• Cost of living adjustment,
• Organizational budget,
• Equity and fairness,
• Career development,
• Current compensation assessment,
• Current benefits assessment,
• Other factors (e.g., special skills, certifications), and
• Future plans and actions.

Benefits of using a performance review template

So, why should you use performance review templates? Well, they provide a few benefits.

Firstly, using templates allows you to uphold consistency, as they provide a structured framework and ensure that all reviews follow a standardized format. This consistency means that every employee is treated equally and evaluated against the same criteria. 

Secondly, the use of a template will make managers more confident and improve their ability to correctly review performance. 

Thanks to templates, managers won’t get stuck on creating performance review questions, which allows them to focus on:

• Providing constructive feedback, 
• Setting goals, and 
• Identifying areas for development. 

Having a set template with concrete and relevant parameters will produce thorough and meaningful evaluations, ultimately benefiting both the employees and the organization.

Finally, templates keep the review process efficient and straightforward. 

With predefined sections and prompts, managers can focus on relevant aspects of performance without getting bogged down in unnecessary details. This will make reviews comprehensive yet concise, and allow for a clear understanding of expectations and areas of improvement.

What to write in a performance review

To make performance reviews relevant and accurate, it’s important to provide a balanced assessment of the employee’s performance.

We had a conversation with an HR Generalist at CAKE.com, Aleksandra Babic, about what a good performance review looks like. She agrees that an accurate and helpful performance review needs to be comprehensive:

Here’s what you should include in your review to make it balanced:

• Performance evaluation — Assess the employee’s performance against specific criteria, such as job knowledge, quality of work, communication skills, teamwork, etc.
• Achievements — Highlight the employee’s relevant accomplishments and contributions in the review period.
• Areas for improvement — Identify areas where the employee can improve and illustrate them with examples.
• Goal setting — Set SMART goals for improvement in the future.
• Positive reinforcement — While providing constructive feedback, include positive reinforcement through empathic communication. 
• Scaling system — For some criteria, you may be able to use a numerical rating system, but for others, you may need to be more descriptive. Don’t fall into the trap of having to put a number on everything — determine the scaling system according to the circumstances.

Finally, as with every instance of professional communication, keep it professional and polite. Babic sums up the encompassing characteristics you should pay attention to during performance reviews:

FAQ about performance reviews

After going through the whys and hows of performance reviews, you may have some additional questions.

We’ve answered some of the most frequently asked questions about performance reviews below.

What is the purpose of performance reviews?

The purpose of performance reviews is to assess employee performance. 

It’s an opportunity to:

• Provide feedback, 
• Set goals for improvement, and 
• Align expectations between the employee and the manager or organization as a whole.

How often should you review employee performance?

Performance reviews should be conducted on a regular basis. 

Now, the exact rhythm of reviews is highly dependent on the nature of work, organizational needs, and industry standards. 

The most common intervals for performance reviews are: 

• Annual, 
• Semi-annual, 
• Quarterly, or 
• Monthly. 

The goal is to provide timely feedback and support employee development, so you should time your reviews accordingly.

How can I prepare for a performance review as an employee?

As an employee, you can have a hand in your performance reviews and take ownership of your performance and development. Being prepared for a performance review will also make your manager’s job easier.

To prepare for your upcoming review, you can:

• Reflect on your performance and achievements,
• Think about the challenges you’ve faced,
• Identify your strengths and weaknesses,
• Prepare examples and evidence of your claims, and
• Anticipate questions you may be asked and prepare relevant answers.

However, don’t let performance reviews stress you out. 

Approach them with a positive attitude and aim to learn more about yourself and grow. Performance reviews are a learning opportunity, so accept constructive criticism and demonstrate your commitment to growth.

At the end of the day, performance reviews serve to evaluate your performance to help you become a better version of yourself — so, make the most of them.

How do I deliver bad performance review results as a manager?

As a manager, you’ll sometimes be faced with less than ideal performance from team members, and consequently have to discuss it with them. Here’s how to handle that:

• Prepare thoroughly — Gather specific examples and evidence to support your assessment.
• Start with positive feedback — Begin the conversation on a positive note by acknowledging the employee’s strengths and contributions.
• Focus on behavior — Never comment on an employee’s personality or characteristics. Keep the feedback focused on their actions and performance.
• Be direct — Directly communicate the areas where performance is falling short. Use specific examples to illustrate your point.
• Offer support and encouragement — Provide resources and support needed to help the employee address areas for improvement. 

Furthermore, approach the conversation with sensitivity and professionalism and try to actively listen when the employee shares their point of view. 

Babic provides another useful tip on how to handle a bad performance review result. Namely, she emphasizes the importance of choosing the right time and place to deliver bad news:

Even when delivering bad results of a performance review, your focus should be on finding ways to help your team members achieve their potential.

What is a performance improvement plan?

A performance improvement plan (PIP) is a document outlining specific areas where an employee’s performance is below expectations. A PIP details the steps an employee needs to take to improve performance. 

A performance improvement plan typically includes:

• Clear examples of poor performance,
• Measurable goals and objectives for improvement,
• Timelines for achieving these goals,
• Resources needed to improve performance, and
• Consequences if performance is not improved within the specified time.

Performance improvement plans are usually implemented after a poor performance review. However, they are typically based on the severity and persistence of performance issues and are also highly dependent on the industry and internal policies and procedures of the organization.

Hold your performance reviews via Pumble

Conducting performance reviews can be emotionally and physically exhausting. 

You need to juggle finding relevant information, thinking about your employee’s feelings, and ultimately deciding on the best course of action. Add on to that the other tasks of your job and you can end up burning out. 

However, don’t let your tech be another point of stress.

With Pumble, you can hold performance review meetings without a hassle.

Pumble is a team collaboration app that lets you communicate with team members via:

• Direct messages,
• Channels, groups, and threads,
• Video and voice calls, and
• Video and voice messages.

Send your employee a direct message to set up a meeting and hold your performance review in a one-on-one video call. 

After the call, share files with the performance review results to foster transparent communication.

With an intuitive interface and plenty of options for customization, Pumble can help you hold effective and productive performance reviews.