The human resources department is usually responsible for the performance review process, but it can also involve the employee's direct boss and/or manager, company higher-ups, and other co-workers and team members. In fact, 360-degree feedback evaluations use all of the above.
Although performance reviews are... let's just say, not widely beloved, they're incredibly important tools for employers and employees alike.
Employee performance reviews vary depending on the position, company, industry, and specific focus of the review, but often include the following:
Pro Tip: Goal setting is an important part of the performance management cycle. When employees are regularly asked to set and report back on self-established goals, they'll feel engaged and motivated to reach them.
We thought you'd never ask! Performance reviews are awesome because they...
Hint: If you're an employer, you can also make yourself more approachable to employees in performance review settings.
Ready to take the first steps? We've got your back! Here at Slite, we want to make your performance review process a breeze. Our employee performance review templates give you the ability to customize truly great evaluation forms that you and your human resources team will be able to use and reuse for years to come.
Oh, did we mention that our templates can be used collaboratively? That's right, no need to worry about e-mailing Excel sheets and PDFs back and forth. All the parties involved in your employee evaluation process can contribute in one centralized space. You can also create employee onboarding templates, employee handbooks, and company wikis.
Take the first steps to begin customizing your employee evaluation template by:
Determining Your Goal
There are so many ways to approach performance reviews, so make sure to determine what you want the main goal of your assessment to be.
For example, you might want your employee review to focus on self-assessment, group evaluation, or professional development planning.
The frequency of performance evaluations also affects their objectives. Year reviews tend to focus on big picture goal setting, whereas quarterly reviews highlight more specific and immediate observations.
Deciding On Assessment
One of the most important sections of your performance review focuses on the assessment of the employee's overall performance. Don't forget to decide what you want this assessment to look like early on. This will likely reflect your company values!
Ask yourself questions like: "Would it work to create a rating system or grid for my employees?" and "Do I want to focus on hard facts and statistics, or more qualitative considerations like skill development and goal setting?"
Checking Your Attitude
If you don't look forward to performance reviews, your employees won't either. Make your evaluations into meetings that employees genuinely look forward to and benefit from. You'll grow closer with them as a result, benefitting your employee-employer relationship and work environment along the way!
Finally, you're ready! Get going on your performance review template and make your next performance review something to get excited about.