{"id":102459,"date":"2023-12-17T15:13:32","date_gmt":"2023-12-17T23:13:32","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=102459"},"modified":"2024-10-31T15:13:58","modified_gmt":"2024-10-31T22:13:58","slug":"performance-reviews-examples","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/performance-reviews-examples\/","title":{"rendered":"5 Performance Review Examples to Inspire Yours"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-3-tips-for-writing-performance-reviews-with-impact\">3 tips for writing performance reviews with impact<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#h-provide-meaningful-feedback\">Provide meaningful feedback<\/a><\/li><li class=\"\"><a href=\"#h-focus-on-specific-performance-examples\">Focus on specific performance examples<\/a><\/li><li class=\"\"><a href=\"#h-collect-employee-feedback-from-reports-and-peers\">Collect employee feedback from reports and peers<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-3-elements-of-a-good-employee-performance-review\">3 elements of a good employee performance review<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-clear-expectations-and-criteria\">Clear expectations and criteria<\/a><\/li><li class=\"\"><a href=\"#htoc-constructive-feedback\">Constructive feedback<\/a><\/li><li class=\"\"><a href=\"#htoc-recognition-of-growth-and-progress\">Recognition of growth and progress<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-3-best-practices-for-communication-in-the-performance-review-process\">3 best practices for communication in the performance review process<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-tailor-reviews-to-employee-needs\">Tailor reviews to employee needs<\/a><\/li><li class=\"\"><a href=\"#htoc-practice-active-listening-and-open-dialogue\">Practice active listening and open dialogue<\/a><\/li><li class=\"\"><a href=\"#htoc-anticipate-individual-differences\">Anticipate individual differences<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-5-performance-review-examples\">5 performance review examples<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-example-no-1-highlight-goal-achievement\">Example No. 1: Highlight goal achievement<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-2-call-out-individual-strengths\">Example No. 2: Call out individual strengths<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-3-recommend-areas-of-improvement\">Example No. 3: Recommend areas of improvement<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-4-an-action-plan-for-continued-growth\">Example No. 4: An action plan for continued growth<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-5-collaborative-goal-setting\">Example No. 5: Collaborative goal-setting<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-write-great-performance-reviews-for-your-team\">Write great performance reviews for your team<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-want-to-learn-more\">Want to learn more?<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-check-out-the-manager-s-ultimate-guide-to-great-conversations\">Check out the manager\u2019s ultimate guide to great conversations.<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p>Performance reviews can be a key factor in employee development and business success. They\u2019re an important method of assessing job performance and establishing employee goals. However, many managers find it challenging to deliver constructive feedback that drives lasting growth and progress. That\u2019s why we\u2019ve compiled a list of performance review examples to help you write action-oriented performance reviews.<\/p>\n\n\n\n<p>Fewer than half (49%) of respondents to a <a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/spring-2023\/pages\/the-problem-with-performance-reviews.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">2022 Workhuman survey<\/a> agreed that managers were effective at assessing employee performance. According to<a href=\"https:\/\/betterworks.com\/state-of-enablement-report-2023\/\"> Betterworks\u2019 2023 State of Performance Enablement<\/a> survey, only 51% said their manager is a help to them in their professional growth. Another 33% said their manager did not figure into their growth, while 16% believed their manager to be an outright barrier to their careers.<\/p>\n\n\n\n<p>Whether you\u2019re an HR leader or a people manager, looking at performance review examples can help you navigate this complex process and unlock your team\u2019s potential.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-3-tips-for-writing-performance-reviews-with-impact\">3 tips for writing performance reviews with impact<\/h2>\n\n\n\n<p>Consistency with performance reviews starts with a repeatable process. A well-defined process helps you make sure that <a href=\"https:\/\/www.betterworks.com\/magazine\/poor-career-growth-and-biased-performance-reviews-derail-employees\/\">performance reviews<\/a> are fair, objective, and focused on the right things. It helps managers gather relevant information, provide constructive feedback, and set meaningful goals.&nbsp;<\/p>\n\n\n\n<p>In this list of tips, we&#8217;ll explore best practices shared by <a href=\"https:\/\/www.linkedin.com\/in\/caitlinannecollins\/\" target=\"_blank\" rel=\"noreferrer noopener\">Caitlin Collins<\/a>, an organizational psychologist and Betterworks program strategy director. Learn how to navigate the performance review process with confidence and produce employee reviews that are valuable and actionable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-provide-meaningful-feedback\"><strong>Provide meaningful feedback<\/strong><\/h3>\n\n\n\n<p>Effective performance reviews provide feedback that workers can apply to their behaviors. But writing high-impact performance reviews can be challenging, especially for first-time managers or those struggling to meet their own deadlines and goals.<\/p>\n\n\n\n<p>\u201cWhat happens \u2014 especially if you have many performance reviews to write \u2014 is they become either generic,\u201d Caitlin says, \u201cor there&#8217;s not much intentional, valid, or really good feedback included.\u201d So how can you deliver feedback that\u2019s fair and drives change?<\/p>\n\n\n\n<p>\u201cGive yourself some space to be able to write a thorough review for each person so that it&#8217;s something that&#8217;s meaningful and future-focused, ensuring there is a clear plan of action for the coming year,\u201d Caitlin says. \u201cSpend time gathering information.\u201d You can do this by digging into your task management software or a tool like Betterworks\u2019 Intelligent Performance Management software.&nbsp;<\/p>\n\n\n\n<p>To ease the end-of-the-year performance appraisal process, provide ongoing feedback throughout the year to address strengths and areas of improvement. Compiling content over time helps you be more thoughtful about what you include in the performance review \u2014 and it minimizes the chance of recency bias. Better yet, consider moving to a quarterly review process, which is a lighter lift for all involved and allows employees to apply feedback sooner rather than waiting an entire year or even six months.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-focus-on-specific-performance-examples\"><strong>Focus on specific performance examples<\/strong><\/h3>\n\n\n\n<p>Great <a href=\"https:\/\/www.betterworks.com\/magazine\/the-multiplier-effect-of-modern-performance-management\/\">performance management<\/a> conversations are targeted and specific. Instead of relying on general statements, use specific examples to illustrate an employee&#8217;s performance. Talk through achievements, challenges overcome, and instances where the person demonstrated exceptional skills or behaviors. This approach makes feedback more tangible and actionable.<\/p>\n\n\n\n<p>\u201cThink back throughout the year, and prioritize the list of projects that each direct report worked on,\u201d Caitlin says. Use that information and your reflections to develop a performance review that&#8217;s tactical, specific, balanced, and aligned with each employee\u2019s development plan.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-collect-employee-feedback-from-reports-and-peers\"><strong>Collect employee feedback from reports and peers<\/strong><\/h3>\n\n\n\n<p>Give employees the opportunity to reflect on their performance and provide self-assessments. This empowers them to take ownership of their development while giving you insight into how they perceive their strengths and areas for improvement.&nbsp;<\/p>\n\n\n\n<p>Employee self-assessments also offer a counterbalance to your viewpoint, Caitlin says, since managers can\u2019t see every employee at all times. Similarly, feedback from peers rounds out and balances performance reviews. According to our <em>2023 State of Performance Enablement <\/em>report, employees are more likely to perceive performance reviews as fair when peers also participate.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-1-1024x580.jpg\" alt=\"\" class=\"wp-image-102463\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-1-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-1-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-1-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-3-elements-of-a-good-employee-performance-review\">3 elements of a good employee performance review<\/h2>\n\n\n\n<p>Every performance review will be unique because of the people involved, but good reviews have a few things in common.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-clear-expectations-and-criteria\"><strong>Clear expectations and criteria<\/strong><\/h3>\n\n\n\n<p>When managers and employees agree on what good performance looks like, reviews are easier to conduct fairly and objectively. There\u2019s no disagreement on what the goals were, how success will be measured, and whether success was achieved.<\/p>\n\n\n\n<p>Compare the performance review template against each team member\u2019s job description. \u201cAre there clear definitions for what each rating level means?\u201d Caitlin says. \u201cWhat has to be observable or accomplished to reach certain rating levels?\u201d<\/p>\n\n\n\n<p>If the criteria aren\u2019t clear, turn to your peers in HR for help. Remember that if the expectations aren\u2019t clear to you, they probably aren\u2019t clear to managers or employees, either. Use the performance review process as an opportunity to help the workforce understand what\u2019s expected of them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-constructive-feedback\"><strong>Constructive feedback<\/strong><\/h3>\n\n\n\n<p>Constructive feedback helps employees identify where they can improve their skills, knowledge, and performance. It highlights specific behaviors or actions that need attention and provides suggestions for how to address them. Effective feedback can be a catalyst for professional growth and development, helping employees \u200creach their full potential.<\/p>\n\n\n\n<p>Constructive feedback exists in workplaces where managers and employees are encouraged to communicate openly. Feedback goes in both directions; employees should seek clarification, ask questions, and provide their own perspective on their performance. Two-way communication fosters a culture of continuous improvement and collaboration.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-recognition-of-growth-and-progress\"><strong>Recognition of growth and progress<\/strong><\/h3>\n\n\n\n<p>Provide positive feedback during performance reviews by recognizing employee effort, achievement, and growth. Acknowledging these improvements can boost employees\u2019 confidence, encourage them to commit to additional progress, and increase engagement and motivation.<\/p>\n\n\n\n<p>Recognizing an employee&#8217;s growth also helps managers reinforce those behaviors and actions. This is where specific feedback is effective. Highlight the skills, qualities, or behaviors that led to improvement so employees can understand how they improved. Encourage them to continue developing these strengths.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-2-1024x580.jpg\" alt=\"\" class=\"wp-image-102464\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-2-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-2-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-2-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-3-best-practices-for-communication-in-the-performance-review-process\">3 best practices for communication in the performance review process<\/h2>\n\n\n\n<p>Here are best practices for effective manager-employee communication during performance reviews.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-tailor-reviews-to-employee-needs\"><strong>Tailor reviews to employee needs<\/strong><\/h3>\n\n\n\n<p>Managers can personalize employee performance reviews by understanding each worker\u2019s goals and career development plans. Start by assessing employees against performance indicators that are relevant to their roles and responsibilities. Refer to the job description to tailor your feedback. By aligning reviews with employees&#8217; goals, managers can focus on performance and growth areas.&nbsp;<\/p>\n\n\n\n<p>Additionally, draw on your personal relationship to provide actionable coaching and advice. \u201cYou can&#8217;t give a good review if you don&#8217;t have a good relationship with your employee,\u201d Caitlin says. \u201cYou won&#8217;t have enough honest information to be able to write to it.\u201d&nbsp;<\/p>\n\n\n\n<p>By providing tailored feedback, <a href=\"https:\/\/www.betterworks.com\/magazine\/impact-of-goal-setting-on-employee-performance\/\">individualized goals<\/a>, and personalized development opportunities, managers can create a performance review process that addresses each worker\u2019s unique needs.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-3-1024x580.jpg\" alt=\"\" class=\"wp-image-102468\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-3-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-3-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-3-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-practice-active-listening-and-open-dialogue\"><strong>Practice active listening and open dialogue<\/strong><\/h3>\n\n\n\n<p>Create a collaborative environment by practicing active listening and open dialogue during performance reviews. Active listening by managers requires full attention, consistent eye contact, and not interrupting. These behaviors demonstrate respect and empathy while creating a safe space for employees to talk through issues and concerns.<\/p>\n\n\n\n<p>Another way to encourage open dialogue is by asking open-ended questions, as well as seeking clarity with follow-up queries. This promotes a two-way conversation, avoids misunderstandings and confusion, and allows the employee to actively participate in the review process.&nbsp;<\/p>\n\n\n\n<p>Provide constructive feedback that avoids personal judgment. Focus on specific behaviors and outcomes rather than personal attributes. When discussing employee strengths and weaknesses, frame the discussion as an opportunity to improve and help them achieve their goals. By practicing active listening and open dialogue, managers create a collaborative atmosphere where both parties feel heard and valued. The results include meaningful discussions, increased engagement, and improved performance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-anticipate-individual-differences\"><strong>Anticipate individual differences<\/strong><\/h3>\n\n\n\n<p>Each of your direct reports possesses unique cognitive and emotional traits. Consider those when planning \u200cperformance review meetings. &#8220;People think differently and respond differently and have different emotional needs,&#8221; Caitlin says. The better you know each of your team members, the easier it is to anticipate those differences and adjust your approach.&nbsp;<\/p>\n\n\n\n<p>For example, if an employee prefers written communication, you could provide <a href=\"https:\/\/www.betterworks.com\/magazine\/performance-review-template\/\">written performance feedback<\/a> ahead of the review. This allows the employee to process the information at their own pace and come prepared with questions or concerns.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-4-1024x580.jpg\" alt=\"\" class=\"wp-image-102465\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-4-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-4-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-4-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-5-performance-review-examples\">5 performance review examples<\/h2>\n\n\n\n<p>Writing an effective performance review requires tracking many elements. That\u2019s why we\u2019ve generated examples to illustrate how to apply performance review best practices. Here are five examples, each involving a fictional sales executive.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-1-highlight-goal-achievement\"><strong>Example No. 1: Highlight goal achievement<\/strong><\/h3>\n\n\n\n<p><em>\u201cThroughout the year, John has shown exceptional progress in achieving his goals. He consistently met and exceeded his monthly sales targets, contributing to a 20% increase in revenue for the team. John&#8217;s ability to build and maintain strong client relationships has been instrumental in his success, resulting in a 30% increase in customer retention. His proactive approach to identifying new business opportunities has also led to the acquisition of several high-profile clients.\u201d<\/em><\/p>\n\n\n\n<p>The review of John&#8217;s accomplishments includes specific facts, such as his ability to consistently exceed monthly sales goals and his contribution to a rise in income. These specific accounts of his achievements lend credibility to the review and illustrate John&#8217;s role in the team&#8217;s success.<\/p>\n\n\n\n<p>The review showcases the employee&#8217;s capacity to <a href=\"https:\/\/www.betterworks.com\/magazine\/linking-talent-to-value-getting-the-best-person-for-the-job\/\">drive business value<\/a> and produce tangible outcomes, such as acquiring high-profile clients. These quantifiable successes demonstrate the employee&#8217;s efficacy and worth to the company.<\/p>\n\n\n\n<p>The review recognizes John&#8217;s talent for creating and sustaining strong connections with clients as crucial to his success. By tying accomplishments to particular abilities, the review highlights John&#8217;s aptitudes and emphasizes his meaningful contributions to the team.<\/p>\n\n\n\n<p>The review highlights how John&#8217;s achievements positively affected the team, such as the increase in revenue and customer retention. This demonstrates the employee&#8217;s ability to work collaboratively and contribute to the overall success of the organization.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-2-call-out-individual-strengths\"><strong>Example No. 2: Call out individual strengths<\/strong><\/h3>\n\n\n\n<p><em>\u201cJohn&#8217;s exceptional communication skills have been a significant asset to the team. His ability to effectively articulate the value proposition of our products and services has consistently impressed both clients and colleagues. Furthermore, John&#8217;s strong analytical skills have allowed him to identify market trends and adapt his sales strategies accordingly, resulting in a 15% increase in market share. His positive attitude, resilience, and ability to work well under pressure have also been commendable.\u201d<\/em><\/p>\n\n\n\n<p>The review cites precise examples of John\u2019s strengths, such as excellent communication skills and powerful analytical skills. These details lend credence to the review and showcase the employee&#8217;s particular areas of competence.<\/p>\n\n\n\n<p>The review highlights how John used his strengths to positively serve clients and colleagues. For example, the review offers <a href=\"https:\/\/www.betterworks.com\/magazine\/say-examples-good-bad-feedback\/\">good feedback<\/a> by connecting John\u2019s analytical strengths to business results.<\/p>\n\n\n\n<p>The review also highlights positive personal traits that contribute to work outcomes \u2014 his attitude, resilience, and ability to work well under pressure.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-3-recommend-areas-of-improvement\"><strong>Example No. 3: Recommend areas of improvement<\/strong><\/h3>\n\n\n\n<p><em>\u201cWhile John has demonstrated remarkable performance, there are a few areas where he can further enhance his skills. One area for improvement is in leveraging technology to streamline sales processes and improve productivity. By better familiarizing himself with our <a href=\"https:\/\/donorbox.org\/nonprofit-blog\/nonprofit-crm\" target=\"_blank\" rel=\"noreferrer noopener\">CRM system<\/a> and exploring automation tools, John can optimize his workflows and improve efficiency. Additionally, improving his negotiation skills and product knowledge will help him to address client objections more effectively and close deals more efficiently.\u201d<\/em><\/p>\n\n\n\n<p>The review offers clear steps John can apply to improve his performance, such as improving his aptitude with specific technology, negotiations, and the company\u2019s product portfolio. All of these areas directly relate to John&#8217;s role as a salesperson. This level of detail helps employees to recognize how they need to <a href=\"https:\/\/www.betterworks.com\/magazine\/3-ways-to-improve-work-performance\/\">improve their performance<\/a> and why these requests are relevant to the job&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-4-an-action-plan-for-continued-growth\"><strong>Example No. 4: An action plan for continued growth<\/strong><\/h3>\n\n\n\n<p><em>\u201cTo support John&#8217;s continued growth and professional development, we will provide him with targeted training sessions on advanced negotiation techniques and product knowledge. Additionally, we will assign John a senior sales mentor to provide guidance and share best practices. Regular check-ins, creation of <a href=\"https:\/\/visme.co\/blog\/progress-report-template\/\" target=\"_blank\" rel=\"noreferrer noopener\">progress report<\/a><\/em> <em>and performance discussions will be scheduled to monitor progress and provide ongoing feedback.&#8221;<\/em><\/p>\n\n\n\n<p>The action plan directly addresses the areas for improvement identified during the performance review, such as improving negotiation skills and expanding product knowledge. By providing targeted training and mentorship, the action plan directly makes the manager and employee responsible for following through.<\/p>\n\n\n\n<p>The action plan provides specific actions that John\u2019s manager will take to support John&#8217;s growth and development, such as training on advanced negotiation techniques. The in-house mentor will offer John advice and demonstrate the most successful sales approaches. This is a commitment to helping John learn and grow in this role.<\/p>\n\n\n\n<p>John\u2019s <a href=\"https:\/\/www.betterworks.com\/magazine\/employee-development-plan\/\">employee development plan<\/a> includes regular check-ins and performance discussions to track progress and provide ongoing feedback. This is a guarantee that John\u2019s development will be monitored and that his manager is committed to seeing through the growth plan.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-5-collaborative-goal-setting\"><strong>Example No. 5: Collaborative goal-setting<\/strong><\/h3>\n\n\n\n<p><em>\u201cTo ensure continued growth and success, we have identified the following goals for John to focus on in the upcoming performance period:<\/em><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong><em>Reach sales targets: <\/em><\/strong><em>John will aim to consistently meet or exceed his monthly sales targets by implementing effective sales strategies, leveraging his strong communication skills, and proactively identifying new business opportunities. The goal is to contribute to a further 10% increase in revenue.<\/em><\/li>\n\n\n\n<li><strong><em>Develop greater proficiency with technology:<\/em><\/strong><em> John will actively familiarize himself with our CRM system and explore <a href=\"https:\/\/www.salesmate.io\/blog\/best-marketing-automation-software\/\" target=\"_blank\" rel=\"noreferrer noopener\">marketing automation platforms<\/a> to streamline sales processes and improve productivity. By effectively using technology, John aims to optimize his workflow and improve efficiency, resulting in a 20% reduction in administrative tasks.<\/em><\/li>\n\n\n\n<li><strong><em>Improve negotiation skills:<\/em><\/strong><em> John will actively participate in targeted training sessions on advanced negotiation techniques to improve his ability to address client objections and close deals more efficiently. The goal is to increase the negotiation success rate by 15% and secure more favorable terms for the company.\u201d<\/em><\/li>\n<\/ul>\n\n\n\n<p>This goal-setting section outlines specific and measurable goals for John to achieve in the upcoming performance period. Each goal is realistic, attainable, defined, and aligned with team and business objectives \u2014 and each goal helps John achieve professional growth.&nbsp;<\/p>\n\n\n\n<p>Additionally, the goals are relevant to John&#8217;s role as a sales executive and address key areas for improvement. By setting these goals, the performance review establishes how John will pursue professional development and how progress will be assessed.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-write-great-performance-reviews-for-your-team\">Write great performance reviews for your team<\/h2>\n\n\n\n<p>By following these best practices and performance review examples, managers can provide feedback that\u2019s meaningful and actionable. Get started right away rather than waiting for an annual or twice-yearly formal performance review.<\/p>\n\n\n\n<p>Ongoing conversations build a foundation of communication and understanding between you and your team. By fostering a culture of ongoing conversations, you and your employees can work together to set clear expectations, provide regular feedback, and support each other&#8217;s growth and development. These steps make performance reviews more effective and contribute to a positive and productive work environment where everyone can thrive.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-want-to-learn-more\">Want to learn more?<\/h3>\n\n\n\n<figure class=\"wp-block-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/12\/ManagersFieldGuide-Thumbnail-800x800-1-1024x1024.png\" alt=\"\" class=\"wp-image-87157\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/12\/ManagersFieldGuide-Thumbnail-800x800-1-980x980.png 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/12\/ManagersFieldGuide-Thumbnail-800x800-1-480x480.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-check-out-the-manager-s-ultimate-guide-to-great-conversations\">Check out the manager\u2019s ultimate guide to great conversations.<\/h2>\n\n\n\n<p><\/p>\n\n\n\n<script charset=\"utf-8\" type=\"text\/javascript\" src=\"\/\/js.hsforms.net\/forms\/embed\/v2.js\"><\/script>\n<script>\n  hbspt.forms.create({\n    region: \"na1\",\n    portalId: \"46096694\",\n    formId: \"d4bb4cc7-fead-47b4-961e-9187c632265a\",\n    onFormSubmit: function($form){\n        setTimeout( function() {\n            window.location.href = \"https:\/\/www.betterworks.com\/thank-you-for-reading-managers-guide-to-great-conversations\/\";\n        }, 1000 );\n    }\n  });\n<\/script>\n","protected":false},"excerpt":{"rendered":"<p>Whether you\u2019re an HR leader or a people manager, apply these performance review examples to unlock the full potential of your team.<\/p>\n","protected":false},"author":111,"featured_media":102462,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"<!-- wp:divi\/placeholder {\"lock\":{\"type\":\"object\",\"default\":{\"move\":false,\"remove\":false}}} -->\n[et_pb_section admin_label=\"section\"]\n\t\t\t[et_pb_row admin_label=\"row\"]\n\t\t\t\t[et_pb_column type=\"4_4\"][et_pb_text admin_label=\"Text\"]<!-- divi:ht\/block-toc {\"headerEntries\":\"[{\\u0022tag\\u0022:2,\\u0022text\\u0022:\\u00223 tips for writing performance reviews with impact\\u0022,\\u0022link\\u0022:\\u0022h-3-tips-for-writing-performance-reviews-with-impact\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0,\\u0022children\\u0022:[{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Provide meaningful feedback\\u0022,\\u0022link\\u0022:\\u0022h-provide-meaningful-feedback\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Focus on specific performance examples\\u0022,\\u0022link\\u0022:\\u0022h-focus-on-specific-performance-examples\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Collect employee feedback from reports and peers\\u0022,\\u0022link\\u0022:\\u0022h-collect-employee-feedback-from-reports-and-peers\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]}]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Provide meaningful feedback\\u0022,\\u0022link\\u0022:\\u0022h-provide-meaningful-feedback\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Focus on specific performance examples\\u0022,\\u0022link\\u0022:\\u0022h-focus-on-specific-performance-examples\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Collect employee feedback from reports and peers\\u0022,\\u0022link\\u0022:\\u0022h-collect-employee-feedback-from-reports-and-peers\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:2,\\u0022text\\u0022:\\u00223 elements of a good employee performance review\\u0022,\\u0022link\\u0022:\\u0022htoc-3-elements-of-a-good-employee-performance-review\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0,\\u0022children\\u0022:[{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Clear expectations and criteria\\u0022,\\u0022link\\u0022:\\u0022htoc-clear-expectations-and-criteria\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Constructive feedback\\u0022,\\u0022link\\u0022:\\u0022htoc-constructive-feedback\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Recognition of growth and progress\\u0022,\\u0022link\\u0022:\\u0022htoc-recognition-of-growth-and-progress\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]}]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Clear expectations and criteria\\u0022,\\u0022link\\u0022:\\u0022htoc-clear-expectations-and-criteria\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Constructive feedback\\u0022,\\u0022link\\u0022:\\u0022htoc-constructive-feedback\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Recognition of growth and progress\\u0022,\\u0022link\\u0022:\\u0022htoc-recognition-of-growth-and-progress\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:2,\\u0022text\\u0022:\\u00223 best practices for communication in the performance review process\\u0022,\\u0022link\\u0022:\\u0022htoc-3-best-practices-for-communication-in-the-performance-review-process\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0,\\u0022children\\u0022:[{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Tailor reviews to employee needs\\u0022,\\u0022link\\u0022:\\u0022htoc-tailor-reviews-to-employee-needs\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Practice active listening and open dialogue\\u0022,\\u0022link\\u0022:\\u0022htoc-practice-active-listening-and-open-dialogue\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Anticipate individual differences\\u0022,\\u0022link\\u0022:\\u0022htoc-anticipate-individual-differences\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]}]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Tailor reviews to employee needs\\u0022,\\u0022link\\u0022:\\u0022htoc-tailor-reviews-to-employee-needs\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Practice active listening and open dialogue\\u0022,\\u0022link\\u0022:\\u0022htoc-practice-active-listening-and-open-dialogue\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Anticipate individual differences\\u0022,\\u0022link\\u0022:\\u0022htoc-anticipate-individual-differences\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:2,\\u0022text\\u0022:\\u00225 performance review examples\\u0022,\\u0022link\\u0022:\\u0022htoc-5-performance-review-examples\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0,\\u0022children\\u0022:[{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 1: Highlight goal achievement\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-1-highlight-goal-achievement\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 2: Call out individual strengths\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-2-call-out-individual-strengths\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 3: Recommend areas of improvement\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-3-recommend-areas-of-improvement\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 4: An action plan for continued growth\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-4-an-action-plan-for-continued-growth\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 5: Collaborative goal-setting\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-5-collaborative-goal-setting\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]}]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 1: Highlight goal achievement\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-1-highlight-goal-achievement\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 2: Call out individual strengths\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-2-call-out-individual-strengths\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 3: Recommend areas of improvement\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-3-recommend-areas-of-improvement\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 4: An action plan for continued growth\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-4-an-action-plan-for-continued-growth\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Example No. 5: Collaborative goal-setting\\u0022,\\u0022link\\u0022:\\u0022htoc-example-no-5-collaborative-goal-setting\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022text\\u0022:\\u0022Reach sales targets: John will aim to consistently meet or exceed his monthly sales targets by implementing effective sales strategies, leveraging his strong communication skills, and proactively identifying new business opportunities. The goal is to contribute to a further 10% increase in revenue.\\u0022,\\u0022link\\u0022:\\u0022htoc-reach-sales-targets-john-will-aim-to-consistently-meet-or-exceed-his-monthly-sales-targets-by-implementing-effective-sales-strategies-leveraging-his-strong-communication-skills-and-proactively-identifying-new-business-opportunities-the-goal-is-to-contribute-to-a-further-10-increase-in-revenue\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0},{\\u0022text\\u0022:\\u0022Develop greater proficiency with technology: John will actively familiarize himself with our CRM system and explore automation tools to streamline sales processes and improve productivity. By effectively using technology, John aims to optimize his workflow and improve efficiency, resulting in a 20% reduction in administrative tasks.\\u0022,\\u0022link\\u0022:\\u0022htoc-develop-greater-proficiency-with-technology-john-will-actively-familiarize-himself-with-our-crm-system-and-explore-automation-tools-to-streamline-sales-processes-and-improve-productivity-by-effectively-using-technology-john-aims-to-optimize-his-workflow-and-improve-efficiency-resulting-in-a-20-reduction-in-administrative-tasks\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0},{\\u0022text\\u0022:\\u0022Improve negotiation skills: John will actively participate in targeted training sessions on advanced negotiation techniques to improve his ability to address client objections and close deals more efficiently. The goal is to increase the negotiation success rate by 15% and secure more favorable terms for the company.\u201d\\u0022,\\u0022link\\u0022:\\u0022htoc-improve-negotiation-skills-john-will-actively-participate-in-targeted-training-sessions-on-advanced-negotiation-techniques-to-improve-his-ability-to-address-client-objections-and-close-deals-more-efficiently-the-goal-is-to-increase-the-negotiation-success-rate-by-15-and-secure-more-favorable-terms-for-the-company\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0},{\\u0022tag\\u0022:2,\\u0022text\\u0022:\\u0022Write great performance reviews for your team\\u0022,\\u0022link\\u0022:\\u0022htoc-write-great-performance-reviews-for-your-team\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0,\\u0022children\\u0022:[{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Want to learn more? \\u0022,\\u0022link\\u0022:\\u0022htoc-want-to-learn-more\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]}]},{\\u0022tag\\u0022:3,\\u0022text\\u0022:\\u0022Want to learn more? \\u0022,\\u0022link\\u0022:\\u0022htoc-want-to-learn-more\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:1,\\u0022children\\u0022:[]},{\\u0022tag\\u0022:2,\\u0022text\\u0022:\\u0022Check out the manager\u2019s ultimate guide to great conversations.\\u0022,\\u0022link\\u0022:\\u0022htoc-check-out-the-manager-s-ultimate-guide-to-great-conversations\\u0022,\\u0022labelTOC\\u0022:\\u0022\\u0022,\\u0022visibleTOC\\u0022:1,\\u0022level\\u0022:0,\\u0022children\\u0022:[]}]\",\"closedDefault\":true,\"className\":\"is-style-contrasted\"} -->\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-3-tips-for-writing-performance-reviews-with-impact\">3 tips for writing performance reviews with impact<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#h-provide-meaningful-feedback\">Provide meaningful feedback<\/a><\/li><li class=\"\"><a href=\"#h-focus-on-specific-performance-examples\">Focus on specific performance examples<\/a><\/li><li class=\"\"><a href=\"#h-collect-employee-feedback-from-reports-and-peers\">Collect employee feedback from reports and peers<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-3-elements-of-a-good-employee-performance-review\">3 elements of a good employee performance review<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-clear-expectations-and-criteria\">Clear expectations and criteria<\/a><\/li><li class=\"\"><a href=\"#htoc-constructive-feedback\">Constructive feedback<\/a><\/li><li class=\"\"><a href=\"#htoc-recognition-of-growth-and-progress\">Recognition of growth and progress<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-3-best-practices-for-communication-in-the-performance-review-process\">3 best practices for communication in the performance review process<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-tailor-reviews-to-employee-needs\">Tailor reviews to employee needs<\/a><\/li><li class=\"\"><a href=\"#htoc-practice-active-listening-and-open-dialogue\">Practice active listening and open dialogue<\/a><\/li><li class=\"\"><a href=\"#htoc-anticipate-individual-differences\">Anticipate individual differences<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-5-performance-review-examples\">5 performance review examples<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-example-no-1-highlight-goal-achievement\">Example No. 1: Highlight goal achievement<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-2-call-out-individual-strengths\">Example No. 2: Call out individual strengths<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-3-recommend-areas-of-improvement\">Example No. 3: Recommend areas of improvement<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-4-an-action-plan-for-continued-growth\">Example No. 4: An action plan for continued growth<\/a><\/li><li class=\"\"><a href=\"#htoc-example-no-5-collaborative-goal-setting\">Example No. 5: Collaborative goal-setting<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-write-great-performance-reviews-for-your-team\">Write great performance reviews for your team<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-want-to-learn-more\">Want to learn more? <\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-check-out-the-manager-s-ultimate-guide-to-great-conversations\">Check out the manager\u2019s ultimate guide to great conversations.<\/a><\/li><\/ul><\/div><\/div>\n<!-- \/divi:ht\/block-toc -->\n\n<!-- divi:paragraph -->\n<p>Performance reviews can be a key factor in employee development and business success. They\u2019re an important method of assessing job performance and establishing employee goals. However, many managers find it challenging to deliver constructive feedback that drives lasting growth and progress. That\u2019s why we\u2019ve compiled a list of performance review examples to help you write action-oriented performance reviews.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Fewer than half (49%) of respondents to a <a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/spring-2023\/pages\/the-problem-with-performance-reviews.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">2022 Workhuman survey<\/a> agreed that managers were effective at assessing employee performance. According to<a href=\"https:\/\/betterworks.com\/state-of-enablement-report-2023\/\"> Betterworks\u2019 2023 State of Performance Enablement<\/a> survey, only 51% said their manager is a help to them in their professional growth. Another 33% said their manager did not figure into their growth, while 16% believed their manager to be an outright barrier to their careers.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Whether you\u2019re an HR leader or a people manager, looking at performance review examples can help you navigate this complex process and unlock your team\u2019s potential.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading -->\n<h2 class=\"wp-block-heading\" id=\"h-3-tips-for-writing-performance-reviews-with-impact\">3 tips for writing performance reviews with impact<\/h2>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Consistency with performance reviews starts with a repeatable process. A well-defined process helps you make sure that <a href=\"https:\/\/www.betterworks.com\/magazine\/poor-career-growth-and-biased-performance-reviews-derail-employees\/\">performance reviews<\/a> are fair, objective, and focused on the right things. It helps managers gather relevant information, provide constructive feedback, and set meaningful goals.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>In this list of tips, we'll explore best practices shared by <a href=\"https:\/\/www.linkedin.com\/in\/caitlinannecollins\/\" target=\"_blank\" rel=\"noreferrer noopener\">Caitlin Collins<\/a>, an organizational psychologist and Betterworks program strategy director. Learn how to navigate the performance review process with confidence and produce employee reviews that are valuable and actionable.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"h-provide-meaningful-feedback\"><strong>Provide meaningful feedback<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Effective performance reviews provide feedback that workers can apply to their behaviors. But writing high-impact performance reviews can be challenging, especially for first-time managers or those struggling to meet their own deadlines and goals.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>\u201cWhat happens \u2014 especially if you have many performance reviews to write \u2014 is they become either generic,\u201d Caitlin says, \u201cor there's not much intentional, valid, or really good feedback included.\u201d So how can you deliver feedback that\u2019s fair and drives change?<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>\u201cGive yourself some space to be able to write a thorough review for each person so that it's something that's meaningful and future-focused, ensuring there is a clear plan of action for the coming year,\u201d Caitlin says. \u201cSpend time gathering information.\u201d You can do this by digging into your task management software or a tool like Betterworks\u2019 Intelligent Performance Management software.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>To ease the end-of-the-year performance appraisal process, provide ongoing feedback throughout the year to address strengths and areas of improvement. Compiling content over time helps you be more thoughtful about what you include in the performance review \u2014 and it minimizes the chance of recency bias. Better yet, consider moving to a quarterly review process, which is a lighter lift for all involved and allows employees to apply feedback sooner rather than waiting an entire year or even six months.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"h-focus-on-specific-performance-examples\"><strong>Focus on specific performance examples<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Great <a href=\"https:\/\/www.betterworks.com\/magazine\/the-multiplier-effect-of-modern-performance-management\/\">performance management<\/a> conversations are targeted and specific. Instead of relying on general statements, use specific examples to illustrate an employee's performance. Talk through achievements, challenges overcome, and instances where the person demonstrated exceptional skills or behaviors. This approach makes feedback more tangible and actionable.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>\u201cThink back throughout the year, and prioritize the list of projects that each direct report worked on,\u201d Caitlin says. Use that information and your reflections to develop a performance review that's tactical, specific, balanced, and aligned with each employee\u2019s development plan.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"h-collect-employee-feedback-from-reports-and-peers\"><strong>Collect employee feedback from reports and peers<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Give employees the opportunity to reflect on their performance and provide self-assessments. This empowers them to take ownership of their development while giving you insight into how they perceive their strengths and areas for improvement.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Employee self-assessments also offer a counterbalance to your viewpoint, Caitlin says, since managers can\u2019t see every employee at all times. Similarly, feedback from peers rounds out and balances performance reviews. According to our <em>2023 State of Performance Enablement <\/em>report, employees are more likely to perceive performance reviews as fair when peers also participate.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:image {\"id\":102463,\"sizeSlug\":\"large\",\"linkDestination\":\"none\"} -->\n<figure class=\"wp-block-image size-large\"><img src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-1-1024x580.jpg\" alt=\"\" class=\"wp-image-102463\"\/><\/figure>\n<!-- \/divi:image -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading -->\n<h2 class=\"wp-block-heading\" id=\"htoc-3-elements-of-a-good-employee-performance-review\">3 elements of a good employee performance review<\/h2>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Every performance review will be unique because of the people involved, but good reviews have a few things in common.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-clear-expectations-and-criteria\"><strong>Clear expectations and criteria<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>When managers and employees agree on what good performance looks like, reviews are easier to conduct fairly and objectively. There\u2019s no disagreement on what the goals were, how success will be measured, and whether success was achieved.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Compare the performance review template against each team member\u2019s job description. \u201cAre there clear definitions for what each rating level means?\u201d Caitlin says. \u201cWhat has to be observable or accomplished to reach certain rating levels?\u201d<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>If the criteria aren\u2019t clear, turn to your peers in HR for help. Remember that if the expectations aren\u2019t clear to you, they probably aren\u2019t clear to managers or employees, either. Use the performance review process as an opportunity to help the workforce understand what\u2019s expected of them.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-constructive-feedback\"><strong>Constructive feedback<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Constructive feedback helps employees identify where they can improve their skills, knowledge, and performance. It highlights specific behaviors or actions that need attention and provides suggestions for how to address them. Effective feedback can be a catalyst for professional growth and development, helping employees \u200creach their full potential.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Constructive feedback exists in workplaces where managers and employees are encouraged to communicate openly. Feedback goes in both directions; employees should seek clarification, ask questions, and provide their own perspective on their performance. Two-way communication fosters a culture of continuous improvement and collaboration.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:lazyblock\/recommendedread {\"recommended-post\":\"4475\",\"blockId\":\"1MVXrE\",\"blockUniqueClass\":\"lazyblock-recommendedread-1MVXrE\"} \/-->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-recognition-of-growth-and-progress\"><strong>Recognition of growth and progress<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Provide positive feedback during performance reviews by recognizing employee effort, achievement, and growth. Acknowledging these improvements can boost employees\u2019 confidence, encourage them to commit to additional progress, and increase engagement and motivation.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Recognizing an employee's growth also helps managers reinforce those behaviors and actions. This is where specific feedback is effective. Highlight the skills, qualities, or behaviors that led to improvement so employees can understand how they improved. Encourage them to continue developing these strengths.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:image {\"id\":102464,\"sizeSlug\":\"large\",\"linkDestination\":\"none\"} -->\n<figure class=\"wp-block-image size-large\"><img src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-2-1024x580.jpg\" alt=\"\" class=\"wp-image-102464\"\/><\/figure>\n<!-- \/divi:image -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading -->\n<h2 class=\"wp-block-heading\" id=\"htoc-3-best-practices-for-communication-in-the-performance-review-process\">3 best practices for communication in the performance review process<\/h2>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Here are best practices for effective manager-employee communication during performance reviews.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-tailor-reviews-to-employee-needs\"><strong>Tailor reviews to employee needs<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Managers can personalize employee performance reviews by understanding each worker\u2019s goals and career development plans. Start by assessing employees against performance indicators that are relevant to their roles and responsibilities. Refer to the job description to tailor your feedback. By aligning reviews with employees' goals, managers can focus on performance and growth areas.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Additionally, draw on your personal relationship to provide actionable coaching and advice. \u201cYou can't give a good review if you don't have a good relationship with your employee,\u201d Caitlin says. \u201cYou won't have enough honest information to be able to write to it.\u201d&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>By providing tailored feedback, <a href=\"https:\/\/www.betterworks.com\/magazine\/impact-of-goal-setting-on-employee-performance\/\">individualized goals<\/a>, and personalized development opportunities, managers can create a performance review process that addresses each worker\u2019s unique needs.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:image {\"id\":102468,\"sizeSlug\":\"large\",\"linkDestination\":\"none\"} -->\n<figure class=\"wp-block-image size-large\"><img src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-3-1024x580.jpg\" alt=\"\" class=\"wp-image-102468\"\/><\/figure>\n<!-- \/divi:image -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-practice-active-listening-and-open-dialogue\"><strong>Practice active listening and open dialogue<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Create a collaborative environment by practicing active listening and open dialogue during performance reviews. Active listening by managers requires full attention, consistent eye contact, and not interrupting. These behaviors demonstrate respect and empathy while creating a safe space for employees to talk through issues and concerns.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Another way to encourage open dialogue is by asking open-ended questions, as well as seeking clarity with follow-up queries. This promotes a two-way conversation, avoids misunderstandings and confusion, and allows the employee to actively participate in the review process.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Provide constructive feedback that avoids personal judgment. Focus on specific behaviors and outcomes rather than personal attributes. When discussing employee strengths and weaknesses, frame the discussion as an opportunity to improve and help them achieve their goals. By practicing active listening and open dialogue, managers create a collaborative atmosphere where both parties feel heard and valued. The results include meaningful discussions, increased engagement, and improved performance.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-anticipate-individual-differences\"><strong>Anticipate individual differences<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Each of your direct reports possesses unique cognitive and emotional traits. Consider those when planning \u200cperformance review meetings. \"People think differently and respond differently and have different emotional needs,\" Caitlin says. The better you know each of your team members, the easier it is to anticipate those differences and adjust your approach.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>For example, if an employee prefers written communication, you could provide <a href=\"https:\/\/www.betterworks.com\/magazine\/performance-review-template\/\">written performance feedback<\/a> ahead of the review. This allows the employee to process the information at their own pace and come prepared with questions or concerns.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:image {\"id\":102465,\"sizeSlug\":\"large\",\"linkDestination\":\"none\"} -->\n<figure class=\"wp-block-image size-large\"><img src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/5-Performance-Review-Examples-to-Inspire-Yours-SEO-Internal-4-1024x580.jpg\" alt=\"\" class=\"wp-image-102465\"\/><\/figure>\n<!-- \/divi:image -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading -->\n<h2 class=\"wp-block-heading\" id=\"htoc-5-performance-review-examples\">5 performance review examples<\/h2>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>Writing an effective performance review requires tracking many elements. That\u2019s why we\u2019ve generated examples to illustrate how to apply performance review best practices. Here are five examples, each involving a fictional sales executive.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-1-highlight-goal-achievement\"><strong>Example No. 1: Highlight goal achievement<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p><em>\u201cThroughout the year, John has shown exceptional progress in achieving his goals. He consistently met and exceeded his monthly sales targets, contributing to a 20% increase in revenue for the team. John's ability to build and maintain strong client relationships has been instrumental in his success, resulting in a 30% increase in customer retention. His proactive approach to identifying new business opportunities has also led to the acquisition of several high-profile clients.\u201d<\/em><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review of John's accomplishments includes specific facts, such as his ability to consistently exceed monthly sales goals and his contribution to a rise in income. These specific accounts of his achievements lend credibility to the review and illustrate John's role in the team's success.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review showcases the employee's capacity to <a href=\"https:\/\/www.betterworks.com\/magazine\/linking-talent-to-value-getting-the-best-person-for-the-job\/\">drive business value<\/a> and produce tangible outcomes, such as acquiring high-profile clients. These quantifiable successes demonstrate the employee's efficacy and worth to the company.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review recognizes John's talent for creating and sustaining strong connections with clients as crucial to his success. By tying accomplishments to particular abilities, the review highlights John's aptitudes and emphasizes his meaningful contributions to the team.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review highlights how John's achievements positively affected the team, such as the increase in revenue and customer retention. This demonstrates the employee's ability to work collaboratively and contribute to the overall success of the organization.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-2-call-out-individual-strengths\"><strong>Example No. 2: Call out individual strengths<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p><em>\u201cJohn's exceptional communication skills have been a significant asset to the team. His ability to effectively articulate the value proposition of our products and services has consistently impressed both clients and colleagues. Furthermore, John's strong analytical skills have allowed him to identify market trends and adapt his sales strategies accordingly, resulting in a 15% increase in market share. His positive attitude, resilience, and ability to work well under pressure have also been commendable.\u201d<\/em><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review cites precise examples of John\u2019s strengths, such as excellent communication skills and powerful analytical skills. These details lend credence to the review and showcase the employee's particular areas of competence.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review highlights how John used his strengths to positively serve clients and colleagues. For example, the review offers <a href=\"https:\/\/www.betterworks.com\/magazine\/say-examples-good-bad-feedback\/\">good feedback<\/a> by connecting John\u2019s analytical strengths to business results.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review also highlights positive personal traits that contribute to work outcomes \u2014 his attitude, resilience, and ability to work well under pressure.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-3-recommend-areas-of-improvement\"><strong>Example No. 3: Recommend areas of improvement<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p><em>\u201cWhile John has demonstrated remarkable performance, there are a few areas where he can further enhance his skills. One area for improvement is in leveraging technology to streamline sales processes and improve productivity. By better familiarizing himself with our CRM system and exploring automation tools, John can optimize his workflows and improve efficiency. Additionally, improving his negotiation skills and product knowledge will help him to address client objections more effectively and close deals more efficiently.\u201d<\/em><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The review offers clear steps John can apply to improve his performance, such as improving his aptitude with specific technology, negotiations, and the company\u2019s product portfolio. All of these areas directly relate to John's role as a salesperson. This level of detail helps employees to recognize how they need to <a href=\"https:\/\/www.betterworks.com\/magazine\/3-ways-to-improve-work-performance\/\">improve their performance<\/a> and why these requests are relevant to the job&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-4-an-action-plan-for-continued-growth\"><strong>Example No. 4: An action plan for continued growth<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p><em>\u201cTo support John's continued growth and professional development, we will provide him with targeted training sessions on advanced negotiation techniques and product knowledge. Additionally, we will assign John a senior sales mentor to provide guidance and share best practices. Regular check-ins, creation of <a href=\"https:\/\/visme.co\/blog\/progress-report-template\/\" target=\"_blank\" rel=\"noreferrer noopener\">progress report<\/a><\/em> <em>and performance discussions will be scheduled to monitor progress and provide ongoing feedback.\"<\/em><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The action plan directly addresses the areas for improvement identified during the performance review, such as improving negotiation skills and expanding product knowledge. By providing targeted training and mentorship, the action plan directly makes the manager and employee responsible for following through.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>The action plan provides specific actions that John\u2019s manager will take to support John's growth and development, such as training on advanced negotiation techniques. The in-house mentor will offer John advice and demonstrate the most successful sales approaches. This is a commitment to helping John learn and grow in this role.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>John\u2019s <a href=\"https:\/\/www.betterworks.com\/magazine\/employee-development-plan\/\">employee development plan<\/a> includes regular check-ins and performance discussions to track progress and provide ongoing feedback. This is a guarantee that John\u2019s development will be monitored and that his manager is committed to seeing through the growth plan.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-example-no-5-collaborative-goal-setting\"><strong>Example No. 5: Collaborative goal-setting<\/strong><\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p><em>\u201cTo ensure continued growth and success, we have identified the following goals for John to focus on in the upcoming performance period:<\/em><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:list -->\n<ul><!-- divi:list-item -->\n<li><strong><em>Reach sales targets: <\/em><\/strong><em>John will aim to consistently meet or exceed his monthly sales targets by implementing effective sales strategies, leveraging his strong communication skills, and proactively identifying new business opportunities. The goal is to contribute to a further 10% increase in revenue.<\/em><\/li>\n<!-- \/divi:list-item -->\n\n<!-- divi:list-item -->\n<li><strong><em>Develop greater proficiency with technology:<\/em><\/strong><em> John will actively familiarize himself with our CRM system and explore automation tools to streamline sales processes and improve productivity. By effectively using technology, John aims to optimize his workflow and improve efficiency, resulting in a 20% reduction in administrative tasks.<\/em><\/li>\n<!-- \/divi:list-item -->\n\n<!-- divi:list-item -->\n<li><strong><em>Improve negotiation skills:<\/em><\/strong><em> John will actively participate in targeted training sessions on advanced negotiation techniques to improve his ability to address client objections and close deals more efficiently. The goal is to increase the negotiation success rate by 15% and secure more favorable terms for the company.\u201d<\/em><\/li>\n<!-- \/divi:list-item --><\/ul>\n<!-- \/divi:list -->\n\n<!-- divi:paragraph -->\n<p>This goal-setting section outlines specific and measurable goals for John to achieve in the upcoming performance period. Each goal is realistic, attainable, defined, and aligned with team and business objectives \u2014 and each goal helps John achieve professional growth.&nbsp;<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Additionally, the goals are relevant to John's role as a sales executive and address key areas for improvement. By setting these goals, the performance review establishes how John will pursue professional development and how progress will be assessed.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading -->\n<h2 class=\"wp-block-heading\" id=\"htoc-write-great-performance-reviews-for-your-team\">Write great performance reviews for your team<\/h2>\n<!-- \/divi:heading -->\n\n<!-- divi:paragraph -->\n<p>By following these best practices and performance review examples, managers can provide feedback that\u2019s meaningful and actionable. Get started right away rather than waiting for an annual or twice-yearly formal performance review.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p>Ongoing conversations build a foundation of communication and understanding between you and your team. By fostering a culture of ongoing conversations, you and your employees can work together to set clear expectations, provide regular feedback, and support each other's growth and development. These steps make performance reviews more effective and contribute to a positive and productive work environment where everyone can thrive.<\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:paragraph -->\n<p><\/p>\n<!-- \/divi:paragraph -->\n\n<!-- divi:heading {\"level\":3} -->\n<h3 class=\"wp-block-heading\" id=\"htoc-want-to-learn-more\">Want to learn more? <\/h3>\n<!-- \/divi:heading -->\n\n<!-- divi:image {\"id\":87157,\"width\":\"277px\",\"height\":\"auto\",\"sizeSlug\":\"large\",\"linkDestination\":\"none\"} -->\n<figure class=\"wp-block-image size-large is-resized\"><img src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/12\/ManagersFieldGuide-Thumbnail-800x800-1-1024x1024.png\" alt=\"\" class=\"wp-image-87157\" style=\"width:277px;height:auto\"\/><\/figure>\n<!-- \/divi:image -->\n\n<!-- divi:heading -->\n<h2 class=\"wp-block-heading\" id=\"htoc-check-out-the-manager-s-ultimate-guide-to-great-conversations\">Check out the manager\u2019s ultimate guide to great conversations.<\/h2>\n<!-- \/divi:heading -->\n\n<!-- divi:html -->\n<!-- Form code including Drift playbook -->\n<!--Google recaptcha API, just before the <\/head>-->\n<script>\n  window.$ = window.jQuery;\n\n<\/script>\n<script src=\"https:\/\/www.google.com\/recaptcha\/api.js\"><\/script>\n<!--End Google recaptcah API-->\n<script src=\"\/\/marketing.betterworks.com\/js\/forms2\/js\/forms2.min.js\"><\/script>\n<form id=\"mktoForm_1657\"><\/form>\n<script>\n    MktoForms2.loadForm(\"\/\/marketing.betterworks.com\", \"133-YCN-039\", 1657);\n\n    MktoForms2.whenReady(function (form) {\n        var invalidDomains = [\n            \"gmail.com\",\n            \"yahoo.com\",\n            \"hotmail.com\",\n            \"aol.com\",\n            \"hotmail.co.uk\",\n            \"hotmail.fr\",\n            \"msn.com\",\n            \"yahoo.fr\",\n            \"wanadoo.fr\",\n            \"orange.fr\",\n            \"comcast.net\",\n            \"yahoo.co.uk\",\n            \"yahoo.com.br\",\n  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