Performance Review Templates & Examples
Five ready-to-use performance review templates covering annual reviews, quarterly check-ins, self-evaluations, manager reviews, and probation assessments. Copy any template directly into your workflow.
1. Annual Performance Review Template
A comprehensive end-of-year review format covering goals, competencies, achievements, areas for improvement, and development planning.
Rating Scale:
Section A: Goal Achievement
- List the employee's top 3-5 goals set at the beginning of the review period.
- For each goal, describe the expected outcome and the actual result achieved.
- Rate goal achievement on a 1-5 scale for each goal.
- Overall goal achievement rating: ___/5
- Manager comments on goal performance:
Section B: Core Competencies
- Communication: Clearly conveys ideas, listens actively, and adapts communication style to the audience. Rating: ___/5
- Collaboration: Works effectively with team members, shares knowledge, and contributes to a positive team dynamic. Rating: ___/5
- Problem Solving: Identifies issues proactively, analyzes root causes, and proposes practical solutions. Rating: ___/5
- Accountability: Takes ownership of responsibilities, meets deadlines, and follows through on commitments. Rating: ___/5
- Adaptability: Responds constructively to change, learns from setbacks, and adjusts approach when needed. Rating: ___/5
- Leadership (if applicable): Inspires others, delegates effectively, and develops team members. Rating: ___/5
Section C: Key Achievements
- List 3-5 significant accomplishments during this review period.
- For each achievement, describe the impact on the team, department, or company.
- Note any recognition, awards, or positive feedback received from peers or clients.
Section D: Areas for Improvement
- Identify 2-3 specific areas where improvement is needed.
- For each area, describe the current gap and the expected standard.
- Propose concrete actions to close the gap (training, coaching, practice).
- Set measurable targets for the next review period.
Section E: Development Plan
- Career aspirations: Where does the employee want to be in 1-2 years?
- Skills to develop: What capabilities are needed to reach those goals?
- Learning activities: Courses, certifications, mentoring, stretch assignments.
- Manager support: What will the manager do to support this development?
- Timeline and milestones for development activities.
Section F: Overall Rating & Summary
- Overall performance rating: ___/5
- Manager summary (2-3 sentences capturing overall performance):
- Employee acknowledgment and comments:
- Next review date: ___
2. Quarterly Check-in Template
A lighter-weight format for quarterly progress reviews. Keeps conversations focused and forward-looking.
Progress Review
- What were your key priorities this quarter?
- Which goals did you make the most progress on? What drove that progress?
- Where did you fall short of expectations? What got in the way?
- What is one thing you accomplished this quarter that you are most proud of?
Feedback Exchange
- Manager feedback: What has this employee done well this quarter?
- Manager feedback: What is one area to focus on improving next quarter?
- Employee feedback: What support do you need from your manager?
- Employee feedback: Is there anything blocking your effectiveness?
Looking Ahead
- Top 3 priorities for next quarter:
- Any changes to goals or scope?
- Development activities planned for next quarter:
- Key dates or milestones to track:
Quick Pulse
- On a scale of 1-10, how engaged do you feel right now? ___
- On a scale of 1-10, how sustainable is your current workload? ___
- Is there anything else you want to discuss?
3. Self-Evaluation Template
Employee self-assessment form designed to encourage honest reflection and prepare for a productive review conversation.
Goal Reflection
- List each goal you were assigned this period and rate your own performance (1-5).
- Which goal are you most proud of achieving? Why?
- Which goal was the most challenging? What would you do differently?
- Were any goals added, removed, or changed during the period? Why?
Strengths & Contributions
- What do you consider your top 3 strengths in your current role?
- Describe 2-3 specific examples where you made a meaningful impact this period.
- How have you contributed to your team's success beyond your individual goals?
- Have you mentored, coached, or supported any colleagues? Describe.
Growth Areas
- What are 2-3 areas where you would like to improve?
- What specific steps will you take to develop in these areas?
- What skills or knowledge do you feel you are missing for your current role?
- What resources or support would help you grow?
Career Development
- Where do you see yourself in 12-18 months?
- What type of work energizes you the most?
- Are there projects, roles, or responsibilities you would like to take on?
- What training, certifications, or learning opportunities interest you?
Feedback for Your Manager
- What does your manager do well that supports your success?
- What could your manager do differently to help you perform better?
- How would you rate the frequency and quality of feedback you receive?
- Any other comments or suggestions?
4. Manager Review Template
Structured format for managers reviewing direct reports. Emphasizes observable behaviors, specific examples, and actionable feedback.
Rating Scale:
Performance Against Objectives
- List each assigned objective with its success criteria.
- Rate achievement for each objective (1-5) with specific evidence.
- Note any objectives that were modified and the reason for the change.
- Overall objectives rating: ___/5
Behavioral Competencies
- Initiative & Proactiveness: Does the employee identify and act on opportunities without being asked? Rating: ___/5. Example:
- Quality of Work: Does the employee consistently deliver accurate, thorough, and high-quality work? Rating: ___/5. Example:
- Time Management: Does the employee prioritize effectively and meet deadlines? Rating: ___/5. Example:
- Interpersonal Skills: Does the employee build positive working relationships? Rating: ___/5. Example:
- Growth Mindset: Does the employee seek feedback and continuously improve? Rating: ___/5. Example:
Specific Feedback
- What has this employee done particularly well? Provide 2-3 specific examples.
- What should this employee start doing, stop doing, or do differently?
- How has this employee contributed to team culture and morale?
- Describe one situation where the employee demonstrated exceptional judgment or skill.
Development Recommendations
- Recommended focus areas for the next review period:
- Suggested learning or development activities:
- Stretch assignments or projects to consider:
- Readiness for promotion or role expansion (timeline and criteria):
Summary
- Overall rating: ___/5
- One-paragraph performance summary:
- Compensation or role change recommendations (if applicable):
5. Probation Review Template
End-of-probation assessment to evaluate whether a new employee has met expectations and should be confirmed in their role.
Recommendation Options:
Role Fit Assessment
- Does the employee understand their role, responsibilities, and expectations? (Yes / Partially / No)
- Has the employee demonstrated the technical skills required for the position? (Yes / Partially / No)
- Has the employee integrated well with the team and company culture? (Yes / Partially / No)
- Has the employee shown initiative and willingness to learn? (Yes / Partially / No)
Performance During Probation
- List the key tasks or projects assigned during probation and their outcomes.
- Were onboarding milestones met on schedule? Note any delays and reasons.
- Quality of work delivered during probation (provide specific examples).
- How effectively has the employee responded to feedback and coaching?
Attendance & Reliability
- Attendance record during probation period:
- Punctuality and availability:
- Communication responsiveness:
Areas of Concern
- Were there any performance issues raised during probation? Describe.
- Were any formal warnings or corrective conversations required?
- If extending probation, what specific improvements are required and by when?
Manager Recommendation
- Recommendation: Confirm / Extend Probation / End Employment
- If extending: duration of extension and clear success criteria.
- Rationale for recommendation (2-3 sentences):
- Goals for the first 6 months post-confirmation:
- Manager signature: ___ Date: ___
- Employee signature: ___ Date: ___
How to Conduct Effective Performance Reviews
Performance reviews remain one of the most impactful processes in people management, yet many organizations struggle to make them effective. A well-conducted review strengthens the relationship between managers and their direct reports, aligns individual goals with business objectives, and creates a clear path for professional growth. A poorly executed review, on the other hand, damages trust, demotivates employees, and wastes valuable time. The difference between the two comes down to preparation, structure, and follow-through.
Start with Clear Expectations
The foundation of any effective performance review is set long before the review itself takes place. At the beginning of each review cycle, whether annual or quarterly, managers and employees should align on clear, measurable goals. These goals should follow the SMART framework: Specific, Measurable, Achievable, Relevant, and Time-bound. When expectations are documented from the outset, the review becomes a structured conversation about outcomes rather than a subjective assessment. Without this foundation, reviews devolve into opinion-sharing sessions that leave both parties frustrated.
Gather Multi-Source Feedback
One of the most common mistakes in performance reviews is relying solely on the manager's perspective. A single viewpoint is inherently limited. Effective reviews incorporate feedback from multiple sources: peers, direct reports (for managers), project stakeholders, and the employee themselves through self-evaluation. 360-degree feedback provides a more complete and fair picture of performance. It also reduces the impact of individual bias, which is one of the biggest threats to review quality. When employees see that their review reflects input from multiple people, they are more likely to trust the process and act on the feedback.
Use Structured Templates
Templates are not about making reviews formulaic. They are about ensuring consistency, completeness, and fairness. A structured template ensures that every employee is evaluated on the same criteria, which is essential for equitable treatment and for defensibility if performance decisions are ever questioned. The templates on this page cover the most common review formats, and each one includes specific sections and questions designed to elicit meaningful, actionable feedback. Choose the template that matches your review cadence and organizational needs, then customize it to reflect your company's values and competencies.
Focus on Behaviors, Not Personality
Effective reviews focus on observable behaviors and measurable outcomes, not personality traits. Instead of saying "You're not a team player," a well-written review would say "In the Q3 product launch, you completed your tasks independently but did not share updates with the broader team, which led to duplicated work on the marketing materials." Specific, behavior-based feedback is easier to understand, harder to dispute, and more actionable. It also feels less personal, which makes it easier for employees to receive and act on.
Balance Positive and Constructive Feedback
Research consistently shows that employees need a balance of recognition and constructive feedback to stay motivated and grow. The ideal ratio is not about counting positives versus negatives; it is about being honest and complete. Acknowledge genuine achievements with specificity. Address real areas for improvement with empathy and concrete suggestions. Avoid the temptation to sandwich criticism between vague praise, as most employees see through this technique. Instead, address each topic directly and give it the attention it deserves.
Make It a Conversation, Not a Monologue
The review meeting should be a two-way dialogue. Managers should share their assessment, but they should also ask questions, listen to the employee's perspective, and be open to adjusting their view based on new information. The self-evaluation template provided above is a powerful tool for this: it gives employees a chance to reflect on their own performance before the conversation, which leads to more productive and balanced discussions. Aim for the employee to speak at least 40-50% of the time during the review meeting.
Follow Up and Follow Through
A review without follow-up is a wasted review. Every performance conversation should end with clear next steps: development activities, revised goals, or specific improvement targets. These should be documented and revisited in regular one-on-one meetings. The quarterly check-in template above is specifically designed to bridge the gap between annual reviews, keeping goals and development plans alive throughout the year. When employees see that review discussions lead to real action, they take the process seriously. When nothing changes after a review, they learn to treat it as a bureaucratic exercise.
Leverage Technology
Modern performance management platforms can dramatically improve the review process. They automate scheduling, collect multi-source feedback, track goal progress, and use AI to help managers write more specific and balanced reviews. The templates on this page are a great starting point for organizations building their review process manually. But as your team grows, investing in a platform that manages the entire review lifecycle, from goal-setting to review to development planning, will save significant time and improve outcomes across the board.
Automate Your Performance Reviews
Unmatched turns these templates into automated workflows with AI-assisted review writing, multi-source feedback collection, and goal tracking. Starting at $3/employee/month.