It should focus on key highlights, obstacles, and a plan for the future. Pros: Employees and managers can act on findings more quicklyĬons: Isn't always focused on long-term goals of the company and employeeĪ mid-year performance review is a good opportunity to check in on goals and see if anything needs to be adjusted for the remainder of the year. This worksheet will guide you through topics of discussion for quarterly performance conversations. If monthly performance conversations aren't feasible, we recommend having them at least quarterly. Pros: Encourages conversation, reflection, and future planningĬons: Doesn't include metrics by which to measure or compare employees (we don't encourage that anyway)
This template is great for guiding an effective 1-on-1 conversation between managers and employees. Here are 17 performance review templates to match any management style.Ī GOOD stands for Goals, Obstacles, Opportunities, and Decisions.
#Sample manager self evaluation download#
Select and download any of our templates and start saving the world (or at least, employee performance). Leave the meeting with clear next steps.Īfter reflecting on the past, you and your employee need to look toward the future. Managers need to act as coaches, not judges. Take the time to look back on behaviors and accomplishments. Reflection is the standard for most performance reviews. If you want your performance review to really stick with employees, it must be a two-way conversation, with both sides contributing. Performance reviews should no longer be treated like performance evaluations. With these things in mind, nearly any performance review template will work. We want to make sure you're using employee reviews for good-so we did the heavy lifting and created impactful performance review templates for you!Ĥ Tips for an Effective Employee Performance Reviewīefore you put any of these templates into action, make sure you’ve been trained on the best ways to use the templates in your tool belt. The same good versus evil paradigm applies to performance review templates. At their worst, they intimidate workers, judge employee value, and cripple team effectiveness. Just like a radioactive bug bite or taking a stumble into a vat of nuclear waste, the power of performance reviews can be used for good or for evil.Īt their best, employee performance reviews motivate employees, increase engagement, and skyrocket organizations to new levels of achievement. 1-on-1s Increase clarity and communication.Succession Planning Capture and develop successors.Talent Reviews Make strategic talent decisions.Uncover engagement obstacles and opportunities
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