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Find the Perfect Employee Performance Review Template
Discover the best employee performance review templates to streamline your evaluation process and boost workplace productivity.
✅ Free meeting recording & transcription
💬 Automated sharing of insights to other tools.
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The employee performance review season is near, which means you need all the help you can get to create a seamless process.
Finding the right performance review templates can streamline your review process, ensure consistency, and help you provide valuable feedback that encourages growth and development.
In this article, we provide various options to help you find a template that fits your team's needs, helping you conduct effective reviews that boost morale and productivity.
What Is an Employee Performance Review?
An employee performance review is a regular meeting where managers assess how well their team performs work duties. It's a time to discuss achievements, areas for improvement, and set new goals.
Additionally, it’s a perfect opportunity to explore employees’ career aspirations to help them progress and make them feel valued in their roles.
How Does a Performance Review Template Work?
A performance review template, also called a performance appraisal template, is essentially a structured form that you can use to assess employee performance.
It comes with set sections that guide you through evaluating different parts of an employee's job performance, such as their responsibilities, goals, strengths, and areas that require improvement, right down to their overall performance rating.
These templates often include spots for comments, constructive feedback, and setting future objectives. Using a template like this streamlines the review process and helps maintain fairness and consistency in how you evaluate employees.
What to Include (and Avoid) in an Employee Performance Review Template
Interestingly, a Harvard Business Review study highlighted that only 15% of women and 24% of men managers have confidence in their performance evaluation processes, often viewing them as subjective and unclear.
That’s why you should include relevant evaluation criteria in your performance review templates, such as:
- Self-evaluation
- Quality of work
- Work ethic
- Accomplishments
- Other key performance indicators
Steer clear of vague language that can cause misunderstandings, overly complicated metrics that can overwhelm, personal biases that skew objectivity, and vague targets that aren’t measurable.
This way, you can craft a performance review template that’s both fair and effective, benefiting everyone involved. However, to ensure full transparency, you may need more than a template.
Consider trying a meeting automation platform like MeetGeek. Essentially, MeetGeek automatically joins, records, transcribes, summarizes, and analyzes your meetings.
If something was left unsaid or simply fell through the cracks, you can go back and rewatch the exact segment of the meeting you need to double-check. This way, you can remove any bias and ensure foolproof employee performance reports.
Here’s how MeetGeek improves your performance review process:
- Automatic recording and transcription: MeetGeek records every detail of performance review meetings in over 30 languages, so you can fully document the process without filling in templates.
- AI analytics: MeetGeek uses advanced machine learning to analyze performance reviews, providing deep insights, behavioral trends, and sentiment analysis to help you measure your performance.
- Targeted help: Use the recorded data and detailed transcripts to pinpoint specific areas where your team needs extra help, so you can provide targeted training.
- Seamless integration: MeetGeek syncs effortlessly with collaboration tools like Slack, Trello, or Notion, ensuring that your database stays updated.
- Collaborative workspace: The platform enables team members to access and collaborate on meeting notes, so performance reviews are a two-way process.
- Mobile functionality: MeetGeek’s mobile app makes it simple to record, transcribe, and summarize performance reviews that happen offline, in the office, as well.Centralized repository: Keep all your meeting-related documents and insights in one secure place, so you can easily retrieve them as needed.
- Customizable meeting templates: MeetGeek’s customizable templates ensure that your reviews are customized to your preferred format.
15 Free Performance Review Templates
#1. Annual Performance Reviews Template
| Employee Information | Name: Position: Department: Review Period: Reviewer: |
|---|---|
| Performance Rating Scale | 1 - Needs Improvement 2 - Meets Expectations 3 - Exceeds Expectations 4 - Outstanding |
| I. Hard Skills Assessment | Technical Proficiency: Evaluate the employee's skill level in job-specific technologies or processes. Rating: Comments: Quality of Work: Assess accuracy, thoroughness, and neatness of work performed. Rating: Comments: Problem Solving and Innovation: Ability to identify problems and suggest practical solutions. Consider creativity and innovation in approaching tasks. Rating: Comments: Productivity: Assess the volume of work produced in relation to the time it takes to complete. Rating: Comments: |
| II. Soft Skills Assessment | Communication Skills: Effectiveness in all forms of communication, including written, oral, and non-verbal. Rating: Comments: Teamwork and Collaboration: Ability to work effectively within a team setting. Consider how well the employee supports and works with others. Rating: Comments: Adaptability: Evaluate the employee’s response to change and ability to manage multiple tasks. Rating: Comments: Leadership and Initiative: For applicable roles, assess leadership potential or demonstrated leadership. Evaluate the ability to take charge and manage resources. Rating: Comments: |
| III. Achievement Review | Goals Review: List goals established in the previous review period and evaluate progress. Goals Status: Comments: New Accomplishments: Highlight any new achievements since the last review. Details: Comments: |
| IV. Professional Development | Training Undertaken: List any training sessions or courses the employee has completed during the period. Details: Comments: Future Skills Development: Identify skills and knowledge areas for future development. Skills to Develop: Plan: |
| V. Overall Performance | Summary: Provide a comprehensive overview of the employee’s overall performance. Final Rating: |
| VI. Feedback and Employee Input | Feedback from Reviewer: Provide constructive feedback and suggestions for future improvement. Employee Comments: Space for the employee to add comments or feedback regarding the review or their personal goals. |
| VII. Goals for the Next Review Period | Objectives: Define clear, measurable goals for the employee to achieve before the next review. |
#2. Mid-year Performance Review Template
| Employee Information | Name: Position: Department: Review Period: Reviewer: |
|---|---|
| Performance Rating Scale: | 1 - Needs Improvement 2 - Meets Expectations 3 - Exceeds Expectations 4 - Outstanding |
| I. Review of Goals and Objectives | Annual Goals: List the major goals set at the beginning of the year. Progress Toward Goals: Assess the progress made towards each goal. |
| II. Core Performance Areas | Quality of Work Productivity Knowledge and Skills |
| III. Competency Assessment | Communication Collaboration and Teamwork Problem-solving Adaptability |
| IV. Soft Skills Development | Leadership Qualities Initiative |
| V. Areas for Improvement | Development Needs |
| VI. Feedback and Discussions | Reviewer’s Feedback Employee’s Input |
| VII. Goals for the Remainder of the Year | Short-term Goals: Set actionable and measurable goals for the remainder of the year. |
#3. Quarterly Performance Review Template
| Employee Information | Name: Position: Department: Review Period: Reviewer: |
|---|---|
| Performance Rating Scale: | 1 - Needs Improvement 2 - Meets Expectations 3 - Exceeds Expectations 4 - Outstanding |
| I. Review of Goals and Objectives | Annual Goals Progress Toward Goals |
| II. Core Performance Areas | Quality of Work Productivity Knowledge and Skills |
| III. Competency Assessment | Communication Collaboration and Teamwork Problem-solving Adaptability |
| IV. Soft Skills Development | Leadership Qualities Initiative |
| V. Areas for Improvement | Development Needs |
| VI. Feedback and Discussions | Reviewer’s Feedback Employee’s Input |
| VII. Goals for the Remainder of the Year | Short-term Goals: Set actionable and measurable goals for the remainder of the year. |
#4. Monthly Performance Review Template
| Employee Information | Name: Position: Department: Review Period: Reviewer: |
|---|---|
| Performance Rating System | 1 - Needs Improvement 2 - Meets Expectations 3 - Exceeds Expectations 4 - Outstanding |
| I. Review of Last Month's Objectives | Objectives Set for the Previous Month Progress and Achievements |
| II. Skills Assessment | Core Job Skills Adaptability |
| III. Work Quality and Productivity | Quality of Work Productivity |
| IV. Communication and Collaboration | Communication Team Collaboration |
| V. Professionalism and Reliability | Professionalism Reliability |
| VI. Employee Insights and Feedback | Employee’s Self-Assessment Additional Feedback |
| VII. Goals for Next Month | Objectives for Coming Month |
#5. 30-60-90 Performance Review Template
| Employee Information | Name: Position: Department: Review Period: Reviewer: |
|---|---|
| Performance Rating Scale | Performance Rating Scale: 1 - Needs Improvement: Performance consistently falls below job requirements. 2 - Meets Expectations: Performance meets job requirements. 3 - Exceeds Expectations: Performance consistently surpasses job requirements. |
| I. First 30 Days: Onboarding and Integration | Orientation & Training Completion: List completed orientation and training sessions. Understanding of Company Policies and Procedures: Assess understanding and adherence to company standards and practices. Initial Assignments and Tasks: Evaluate the completion of initial tasks and projects. Goals for the Next 30 Days: Set specific goals for the next phase of employment. |
| II. Days 31-60: Skill Development and Contribution | Skill Application: Assess how well the employee applies new skills and training to tasks. Job Competency: Evaluate proficiency in job-specific skills and responsibilities. Productivity: Review the volume and quality of work produced. Feedback and Adaptability: Rate responsiveness to feedback and ability to adapt to new challenges. Goals for the Next 30 Days: Outline goals for increasing responsibility and deeper project involvement. |
| III. Days 61-90: Performance and Independence | Performance in Core Responsibilities: Assess performance in key areas of responsibility. Independence and Initiative: Evaluate the ability to work independently and show initiative. Collaboration and Teamwork: Review effectiveness in teamwork and collaboration with colleagues. Alignment with Company Culture: Assess how well the employee aligns with company values and culture. Long-term Goals and Objectives: Discuss and set long-term goals related to the employee’s role and career path. |
#6. Self-Evaluation Review Template
| Employee Information | Name: Position: Department: Review Period: Supervisor: |
|---|---|
| Instructions: Please respond thoughtfully to the questions in this employee self-evaluation form, reflecting on your performance over the review period. Use specific examples where possible to illustrate your points. | |
| 1. Accomplishments | Describe the key accomplishments you have achieved during this review period. How do these achievements align with the team’s objectives and company goals? |
| 2. Job Performance | Evaluate your performance in your core job responsibilities. What tasks and duties have you handled well? Where do you see opportunities for improvement? |
| 3. Skills and Professional Development | What new skills have you acquired or improved upon during this period? Discuss any training sessions, courses, or workshops you have attended. How have these contributed to your professional growth? |
| 4. Challenges: | Describe significant challenges you encountered and how you addressed them. What have you learned from these challenges? |
| 5. Goals | Reflect on the progress towards the goals set in your last review. Set specific goals for the next review period. Include both performance-related and developmental goals. |
| 6. Support Needed | What support or resources do you need from your manager or the company to achieve your goals or improve your performance? |
| 7. Additional Comments | Provide any additional comments or insights regarding your job satisfaction, work environment, or relationships with colleagues. |
| Feedback for Management | What feedback do you have for management that could help improve your work experience or team dynamics? |
#7. Peer Review Template
| Reviewer Information | Name: Position: Department: |
|---|---|
| Reviewee Information: | Name of Peer Being Reviewed: Position: Department: |
| Instructions: Please use this employee evaluation form to provide honest and respectful feedback on the peer you are reviewing. Your insights are valuable for helping your colleague understand how their work is perceived within the team and identifying areas for growth. | |
| 1. General Performance | How would you describe the reviewee’s overall performance? Can you provide examples of any particular successes or achievements? |
| 2. Collaboration and Teamwork | How effectively does the reviewee work with others? Describe their ability to contribute to team goals. Are there instances where they demonstrated exceptional team support? |
| 3. Communication | Evaluate the reviewee’s communication skills. How clearly do they share and receive information? Comment on their ability to engage in open and constructive dialogue. |
| 4. Reliability | How dependable is the reviewee in completing tasks? Are they consistent in meeting deadlines and project commitments? |
| 5. Professionalism | Describe the level of professionalism the reviewee exhibits in the workplace. Include observations regarding their punctuality, work ethic, and demeanor. |
| 6. Areas for Improvement | What areas can the reviewee improve upon based on your observations? Offer constructive feedback that could help them grow professionally. |
| 7. Strengths | What are the reviewee’s key strengths? How do these strengths contribute to the team’s success? |
| 8. Additional Comments | Provide any additional feedback that you think might be helpful for the reviewee’s professional development. |
#8. Team Performance Review Template
| Team Information | Team Name: Department: Review Period: |
|---|---|
| Team Leader Information | Name: Position: |
| 1. Achievement of Objectives | What were the main objectives for the team during this period? To what extent were these objectives achieved? Provide specific examples of key accomplishments. |
| 2. Collaboration and Interaction | How well does the team work together? Discuss any collaborative initiatives or projects undertaken. Are there any issues in team dynamics that need to be addressed? |
| 3. Innovation and Problem Solving | How effectively does the team address challenges and implement solutions? Provide examples of innovative approaches or problem-solving skills demonstrated by the team. |
| 4. Communication | Evaluate the communication within the team. Are there effective channels and practices in place for sharing information and feedback? |
| 5. Skills and Development | Assess the skill levels across the team. Identify any areas where additional training or development is required. |
| 6. Leadership and Management | How effective is the leadership provided to the team? Comment on the support and guidance offered by team leaders. |
| 7. Efficiency and Productivity | How efficiently does the team use resources and manage time? Are there any processes that could be optimized to enhance productivity? |
| 8. Customer/Client Feedback (if applicable) | What has been the feedback from customers or clients regarding the team’s performance? How does this feedback reflect on the team’s effectiveness in meeting external expectations? |
| 9. Recommendations for Future Improvement | What are the key areas for improvement? Provide recommendations for actions or changes to better achieve team goals. |
| 10. Additional Comments | Provide any additional observations or insights that could help you understand the team's dynamics and performance. |
#9. Simple Performance Review Template
| Employee Information | Employee Name: Job Title: Department: Review Period: Reviewer (Supervisor/Manager): |
|---|---|
| Performance Rating Scale: | 1 - Needs Improvement 2 - Meets Expectations 3 - Exceeds Expectations 4 - Outstanding |
| 1. Performance Evaluation | Quality of Work Productivity Knowledge of Job |
| 2. Skills Assessment | Communication Skills Teamwork and Collaboration Problem-Solving Skills: |
| 3. Achievements | List key achievements during the review period |
| 4. Goals for the Next Review Period | Set specific goals for the employee to achieve by the next review |
| 5. Overall Performance | Comments |
| 6. Feedback and Recommendations | Provide feedback on areas of improvement and any recommendations for professional development. |
#10. Goal Setting Review Template
| Employee Information | Employee Name: Job Title: Department: Review Period: Reviewer (Supervisor/Manager): |
|---|---|
| 1. Review of Previous Goals | Previous Goals: Outcome (Achieved/In Progress/Not Achieved): Comments on Performance: Learnings and Insights: |
| 2. Setting New Goals | Short-term Goals: Objective: Expected Outcome: Action Plan: Timeline: Comments: Long-term Goals: Objective: Expected Outcome: Action Plan: Timeline: Comments: |
| 3. Skills and Resources Required | List the skills and resources needed to achieve the above goals: Plan for Development/Acquisition of Resources: |
| 4. Potential Challenges and Mitigation Strategies | Identify potential challenges that could impede goal achievement: Strategies to overcome these challenges: |
| 5. Progress Tracking and Review Schedule | Milestones: Dates for Review/Check-in: |
| 6. Manager’s Support | How can the manager or team support the achievement of these goals? Additional Comments or Recommendations: |
| 7. Employee's Commitment | Employee's Acknowledgment of Goals: Comments |
#11. 360 Performance Review Template
| Employee Information | Employee Name Job Title Department Review Period Date of Review |
|---|---|
| 1. Feedback from Supervisor(s) | Overall Performance Rating Strengths Areas for Improvement Specific Comments or Examples |
| 2. Feedback from Peers | Collaboration and Teamwork Communication Skills Reliability Specific Comments or Examples |
| 3. Feedback from Subordinates | Leadership and Guidance Support for Team Development Fairness in Management Specific Comments or Examples |
| 4. Self-Assessment | Self-Rated Performance Accomplishments and Milestones Personal Growth and Learning Areas for Self-Improvement Goals for the Next Review Period |
| 5. Summary of Performance | Consolidated Performance Rating Key Strengths Noted by All Reviewers Common Areas for Improvement Professional Development Recommendations |
| 6. Action Plan | Steps for Improvement Resources Needed Timeline for Review and Check-ins |
| 7. Reviewer's Sign-off | Supervisor's Signature Date Employee's Signature (acknowledgment of feedback) Date |
#12. Manager Review Template
| Manager Information | Name: Job Title: Department: Review Period: Date of Review: |
|---|---|
| 1. Leadership and Vision | Ability to Inspire and Motivate Others Clarity in Communicating Vision and Goals Comments on Leadership Style Examples of Leadership Impact |
| 2. Team Management and Development | Effectiveness in Team Building and Maintenance Skill in Developing Others (Coaching and Mentoring): Handling of Team Dynamics and Conflict Resolution: Comments on Management Effectiveness: |
| 3. Performance Management | Ability to Set Clear Objectives and Expectations Consistency and Fairness in Performance Evaluation Feedback and Recognition Given to Team Members Comments on Goal Achievement |
| 4. Decision-Making and Problem-Solving | Skill in Identifying Issues and Making Informed Decisions Effectiveness in Developing Solutions and Strategies Ability to Adapt to Changing Circumstances Examples of Critical Decisions Made |
| 5. Communication Skills | Clarity and Effectiveness of Written and Verbal Communication Openness and Accessibility to Team Members Effectiveness in Cross-Departmental Communication Comments on Communication Style |
| 6. Self-Assessment | Manager’s Own Rating of Their Performance Self-Identified Strengths Areas for Personal Improvement Professional Development Goals |
| 7. Overall Performance | Summarize the Manager's Overall Performance Recommendations for Future Development |
| 8. Reviewer's Comments and Sign-off | Supervisor’s Additional Comments: Supervisor's Signature: Date: Manager's Signature (acknowledgment of feedback): Date: |
PRO TIP: As a manager, you must consistently analyze and improve your managing style. If you want to learn more about your effectiveness, communication patterns, and how well you engage your team, MeetGeek can help. Our meeting automation platform records and analyzes your meetings to provide the conversation insights you need, such as:
- Agenda follow-through: MeetGeek compares the defined meeting agenda with what was actually discussed. For example, it helps you understand how well the structure of your performance review was followed.
- Main themes: Access a list of the main themes discussed during the call.
- Speaker distribution: Gain better insights into participant engagement with a segmented view of participation by speaker.
- Quick improvement tips: MeetGeek highlights the top two things you can improve and the top two things you did best in every meeting, helping you improve from one performance review to the next.
Plus, you can customize the KPIs to your liking, so you can focus on what’s the most relevant to you and your team.
#13. Customer Service Performance Review Template
| Employee Information | Name: Job Title: Department: Review Period: Date of Review: |
|---|---|
| 1. Customer Interaction Skills | Ability to Communicate Clearly and Effectively Professionalism and Tone in Interactions: Response Time to Customer Inquiries: Comments on Interaction Skills: |
| 2. Problem-Solving and Resolution | Effectiveness in Resolving Customer Issues: Ability to Think Creatively and Provide Solutions: Skill in Escalating Issues When Necessary: Examples of Problems Resolved: |
| 3. Knowledge and Expertise | Understanding of Product/Service Offerings: Ability to Educate Customers on Product Features: Continual Learning and Skill Development: Comments on Knowledge Level: |
| 4. Teamwork and Cooperation | Collaboration with Team Members: Contribution to Team Goals: Supportiveness and Sharing of Best Practices: Feedback from Team Members: |
| 5. Customer Feedback and Satisfaction | Customer Reviews and Ratings: Consistency in Meeting Customer Satisfaction Goals: Handling of Repeat Customers: Comments on Customer Feedback: |
| 6. Performance Metrics (Quantitative Data) | Number of Calls/Emails Handled: Average Handle Time: Customer Satisfaction Score (CSAT): Net Promoter Score (NPS): Other Relevant Metrics: |
| 7. Self-Assessment | Employee’s Own Rating of Their Performance: Self-Identified Strengths: Areas for Personal Improvement: Professional Development Goals: |
| 8. Overall Performance: | Summarize the Employee's Overall Performance: Recommendations for Future Development: |
| 9. Reviewer's Comments and Sign-off | Supervisor’s Additional Comments: Supervisor's Signature: Date: Employee's Signature (acknowledgment of feedback): Date: |
#14. Professional Development Review Template
| Employee Information | Name: Position: Department: Review Period: Reviewer: |
|---|---|
| 1. Review of Past Development Goals | Goals Set at Last Review Progress Made Challenges Faced Support Needed |
| 2. Skills Assessment | Technical Skills Soft Skills (Communication, Leadership, etc.) Professional Certifications Obtained Training Sessions Attended |
| 3. Contribution to Organizational Goals | Alignment of Professional Development with Organizational Objectives Impact on Team and Department Innovation and Initiative |
| 4. Feedback from Colleagues and Managers | Peer Reviews Managerial Observations Client/Customer Feedback (if applicable) |
| 5. Future Development Goals | Short-Term Goals (Next 6 Months) Long-Term Goals (Next 1-3 Years) Skills to Develop Planned Training or Certifications |
| 6. Resources Required | Training Programs Time Allocation for Learning Budget for Professional Development |
| 7. Employee’s Feedback | Professional Aspirations Feedback on Past Development Opportunities Suggestions for Future Development Activities |
| 8. Action Plan | Steps to Achieve Short-Term Goals Plans for Long-Term Development Scheduled Check-Ins to Monitor Progress |
| 9. Reviewer's Comments and Sign-off | Supervisor’s Final Comments Supervisor's Signature: Date: Employee's Signature (acknowledgment of the review and plans): Date: |
#15. Excelling Feedback Review Template
| Employee Information | Name: Job Title: Department: Review Period: Date of Review: |
|---|---|
| 1. Key Achievements | List of Major Accomplishments: Describe significant achievements during the review period and their impact on the team and organization. Project Highlights: Detail key projects and the employee’s contributions that led to successful outcomes. |
| 2. Strengths in Performance | Technical Skills Soft Skills |
| 3. Initiative and Innovation | Examples of Proactivity Innovative Solutions |
| 4. Team Impact and Collaboration | Team Contributions Collaborative Efforts |
| 5. Client and Customer Feedback | Include direct quotes or summarized client or customer feedback highlighting the employee’s effectiveness. |
| 6. Leadership and Mentorship | Mentorship Roles Leadership Contributions |
| 7. Growth and Development Recommendations | Future Opportunities Support Needed |
| 8. Summary and Reviewer’s Comments | Overall Performance Rating Reviewer’s Additional Comments |
| 9. Employee’s Feedback | Response to Feedback Suggestions for Improvement |
Best Practices for the Performance Review Process
Performance reviews shouldn’t be only about filling in some templates. Here are some additional tips to supercharge your performance review processes:
- Record the entire review process
- Create an employee development plan
- Learn to give constructive feedback
- Notify the employee before you meet
- Hold private conversations for feedback
- Provide actionable feedback
A. Record the Entire Review Process
Keep a detailed record of each performance review, noting the key discussion points, decisions, and agreed-upon goals. This documentation is vital for tracking progress over time and referencing in future evaluations.
To ensure consistency and ease of access to past reviews, having a meeting automation platform like MeetGeek is crucial. MeetGeek automatically joins your performance review meetings as a silent participant and takes notes for you, so you can dedicate all your attention to the conversation itself.
Plus, you can select from our pre-existing template library or upload your own template to get customized meeting notes and summaries. This way, you’ll forget about filling in the blanks and focus on your listening to engaging sessions with your colleagues.
B. Create an Employee Development Plan
Work together with every employee to map out a development plan that matches their career aspirations and the organization's needs in terms of performance expectations.
This plan should detail specific skills to develop, courses to take, and measurable objectives to achieve. Regularly update this plan to accommodate any changes in the employee's role or organizational goals.
C. Learn to Give Constructive Feedback
Focus on developing skills for delivering feedback that is clear, direct, and constructive. Train managers and yourself to focus on specific behaviors or outcomes that need improvement, rather than personal traits.
Then, prepare examples and context to help the employee better understand the feedback and how to apply it.
D. Notify the Employee before You Meet
Always inform the employee well in advance of their performance review – at least a week before the meeting date. For year-end reviews, 2 weeks is best.
This allows them to gather any necessary documents, reflect on their performance, and come to the meeting with insights and questions, so you can have a more productive discussion.
E. Hold Private Conversations for Feedback
Conduct feedback sessions in a private, uninterrupted setting for confidentiality and comfort. This encourages open, candid discussions, as it allows employees to express concerns and you to provide personalized guidance without the pressure of public scrutiny.
F. Provide Actionable Feedback
Ensure that feedback includes specific, actionable steps the direct report can take to improve their performance.
Detail resources or support available to them, such as training programs or mentorship opportunities, and set clear timelines for achieving improvement milestones. Or simply let MeetGeek extract the action items from your conversation and set it to automatically forward them to the employee.
Optimize Your Performance Reviews with MeetGeek!
Finding the right performance review template is all about ensuring it fits the specific needs of your organization and provides a clear, actionable path for employee development. Remember to select a format that encourages honest discussions, clear expectations, and real opportunities for growth.
Ready to take your performance reviews to the next level? Try MeetGeek for free to streamline the review process with customizable meeting transcriptions and actionable insights, making every performance review more effective and less of a chore!
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