Performance review template

A performance review is only as effective as the feedback you give and the actions you define to move forward.  

It’s no different when you digitalize your performance review process. Start building that process now.

Pointerpro is the 2-in-1 software that combines assessment building with personalized PDF report generation.

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How to create a performance review template that auto-delivers personalized feedback?

Creating online performance reviews with auto-personalized feedback allows you to scale and streamline a crucial HR function. 

But how do you both automate and personalize feedback? Generating it with AI? No.

It’s crucial in performance reviews that your feedback is in line with your company culture that it’s based on your HR department’s know-how – and that it is objectively derived from the input your respondents provide in the online assessment. In the video below, we explain how assessments built with Pointerpro work:

In summary, there are 3 steps:

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    Ask: Using the Questionnaire Builder on the Pointerpro platform, you create interactive and engaging questionnaires to gather numerous quantitative response data.
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    Assess: You preset rules, and attach custom scores and formulas to diverse answer options. That way Pointerpro’s assessment engine calculates what exact output the respondent receives (E.g., a score, a maturity or skill level, a profile…).
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    Advise: Using the feedback templates you set up in the Report Builder, your output is automatically converted into a tangible PDF report. One that formulates tangible feedback, advice, or to-do’s. That way the performance review is not just an evaluation. It becomes a valuable opportunity for professional development..

3 reasons to use Pointerpro as a performance review tool

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Interactive user experience

With the Questionnaire Builder, you get to create an engaging feedback form. How? With numerous design and layout options, useful widgets, and countless question types.

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Refined, score-based analysis

Our custom scoring engine helps you quantify and categorize diverse answers. The result? An objective and nuanced employee review that informs the next steps for your employees and managers.

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Automated feedback in PDF

Thanks to your setup in the Report Builder, respondents get a detailed individual report with personalized and objective feedback. This can also be aggregated feedback from different peers or managers.

1.500+ businesses worldwide build assessments with Pointerpro

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Annual performance review vs. quarterly performance review

When considering the frequency of performance reviews, organizations weigh the benefits and drawbacks of both annual and quarterly approaches. 

Annual reviews offer a comprehensive evaluation, providing a thorough assessment of performance over a longer period and allowing for a focus on long-term goals.

However, they can suffer from infrequent feedback, memory bias, and delayed recognition, potentially hindering employee development and alignment with evolving organizational priorities.

On the other hand, quarterly reviews offer timely feedback, agility in goal-setting, and opportunities for continuous improvement. Yet, they can be time-consuming, contribute to evaluation fatigue, and may emphasize short-term objectives at the expense of long-term strategic goals.

Striking the right balance between frequency and depth of feedback is crucial for fostering employee engagement, driving performance, and supporting organizational growth. By understanding the pros and cons of each approach, companies can tailor their performance review processes to best suit their needs and objectives.

Performance review: Self-assessment or 360 feedback?

Determining when to use self-assessments versus 360-degree feedback in online performance reviews depends on various factors, including organizational culture, the nature of the role, and the desired outcomes of the review process.

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    Self-assessments are beneficial when individuals are encouraged to reflect on their own performance, identify strengths and areas for improvement, and take ownership of their development. They provide employees with an opportunity to self-reflect, set goals, and align their objectives with organizational priorities. Self-assessments are particularly useful for fostering self-awareness and promoting accountability.

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    360-degree feedback involves gathering input from multiple sources, including peers, managers, subordinates, and even external stakeholders, to provide a more holistic view of an individual's performance. This approach is valuable when seeking diverse perspectives and uncovering blind spots that may not be evident through self-assessment alone. 360-degree feedback fosters a culture of collaboration, promotes transparency, and can lead to more comprehensive development plans tailored to individual strengths and areas for improvement. It is especially effective in roles where teamwork, communication, and interpersonal skills are critical.

In reality, we see most companies that use Pointerpro take the best from both worlds: They integrate both self-assessments and 360-degree feedback into their online performance review processes.

Why? Because it leverages the benefits of each approach. Self-assessments tend to serve as a foundation for individuals to evaluate their own performance, while 360-degree feedback provides additional insights and perspectives from colleagues and maybe from various managers. By combining these methods, organizations create a more robust and balanced evaluation process that supports employee growth and organizational success.

Performance review example questions

Here are 40 performance review example questions divided into 4 categories

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    10 performance review self-assessment questions

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    10 performance review example questions for 360 feedback

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    10 project-based performance review example questions (self-assessment)
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    10 leadership performance review example questions

Try an example assessment

10 performance review self-assessment questions

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    On a scale of 1 to 5, how would you rate your overall performance during the review period?
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    Which of the following best describes your level of satisfaction with your achievements this year?
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    How would you assess your communication skills?

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    How often do you seek feedback from your colleagues and incorporate it into your work?

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    How effectively have you managed your workload and met deadlines?
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    Rate your ability to work collaboratively with others
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    How well have you demonstrated problem-solving skills in your role?
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    How would you rate your adaptability to changes in work processes or priorities?
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    To what extent have you demonstrated leadership qualities in your position?
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    How satisfied are you with your professional growth and development opportunities within the organization?

Whatever list of questions you end up with in your performance review template, follow these key tips:

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    Ensure comprehensive coverage: Cover a wide range of key areas relevant to performance evaluation, such as accomplishments, strengths, areas for improvement, communication, time management, leadership, adaptability, teamwork, problem-solving, and professional development. This ensures that the assessment provides a holistic view of an individual's performance and potential areas for growth.
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    Encourage reflection and self-evaluation: Craft questions that prompt individuals to reflect on their performance and evaluate themselves objectively. This encourages accountability and ownership of one's development journey, fostering a culture of continuous improvement within the organization.
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    Provide nuanced answer options: Offer different answer options for some questions to allow for a more nuanced evaluation. This enables individuals to express varying levels of satisfaction or proficiency, providing richer insights into their perceptions of their own performance.
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    Support development goals: Design the assessment with the aim of supporting individuals in identifying their strengths and areas for improvement, setting meaningful development goals, and taking proactive steps towards achieving them. This empowers employees to drive their own professional growth within the organization.

By following these guidelines, you’ll create an online assessment that not only effectively evaluates performance but also serves as a valuable tool for personal and professional development.

10 performance review example questions for 360 feedback

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    How effectively does this colleague communicate and collaborate with team members?

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    To what extent does this colleague demonstrate leadership qualities and inspire others?

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    How well does this colleague manage their workload and meet project deadlines?

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    How consistently does this colleague contribute to fostering a positive and inclusive team environment?

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    How effectively does this colleague handle constructive feedback and incorporate it into their work?

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    To what degree does this colleague demonstrate adaptability and resilience in the face of challenges or changes?

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    How well does this colleague contribute to problem-solving and finding innovative solutions?

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    How would you rate this colleague's level of professionalism and integrity in their work?

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    How effectively does this colleague provide support and assistance to team members when needed?

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    How well does this colleague demonstrate a commitment to their own professional development and growth?

The approach of these performance review template questions centered on ensuring relevance, objectivity, and comprehensive coverage. Each question was carefully crafted to directly address observable behaviors and actions relevant to an individual’s performance within a team or organizational context.

By focusing on specific behaviors rather than subjective judgments or personality traits, the questions aim to gather constructive and actionable feedback. Additionally, the questions are designed to solicit input from multiple perspectives, including colleagues, peers, and team members, to provide a holistic view of the individual’s performance.

It’s all about striking a balance between acknowledging strengths and identifying areas for improvement, ensuring that the feedback received was both affirming and supportive of the recipient’s professional development goals. Ultimately, the goal is to provide feedback that not only assesses performance but also facilitates personal growth and enhancement of skills and capabilities within the organization.

10 project-based performance review example questions (self-assessment)

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    What were the primary objectives of the project, and to what extent were they achieved?

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    What specific contributions did you make to the project's success?

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    How effectively did you communicate project goals, timelines, and updates to stakeholders?

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    What challenges did you encounter during the project, and how did you overcome them?

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    How well did you collaborate with team members to accomplish project tasks and deliverables?

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    How did you manage your time and prioritize tasks to ensure project deadlines were met?

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    What lessons did you learn from this project that you can apply to future projects?

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    How would you assess the quality of your work and deliverables produced during the project?

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    What feedback did you receive from project stakeholders, and how did you address any areas for improvement?

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    What are your key takeaways from this project, and what actionable steps will you take to further develop your skills and capabilities?

These performance review template questions prioritize relevance to a specific project context, as well as the employee’s contributions and growth opportunities. Each question is designed to prompt reflection on the project’s objectives, challenges, and outcomes, while also encouraging self-assessment of key skills such as communication, collaboration, time management, and problem-solving.

By focusing on the employee’s individual experience and achievements within the project, these questions aim to provide a meaningful framework for self-assessment and professional development.

10 leadership performance review example questions

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    How effectively does this leader communicate a clear vision and direction for the team or organization?

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    To what extent does this leader demonstrate empathy and understanding in their interactions with team members?

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    How well does this leader provide constructive feedback and support for the professional development of their team members?

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    How effectively does this leader empower and delegate tasks to team members, fostering autonomy and accountability?

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    How does this leader handle conflicts and disagreements within the team, and what strategies do they employ to resolve them?

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    To what degree does this leader promote a culture of inclusivity, diversity, and psychological safety within the team or organization?

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    How does this leader lead by example, modeling the behaviors and values they expect from their team members?

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    How does this leader foster innovation and creativity within the team, encouraging experimentation and risk-taking?

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    How does this leader manage change and navigate uncertainty, providing stability and guidance for the team?

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    What steps does this leader take to cultivate trust and build strong relationships with team members, stakeholders, and other leaders?

These performance review template questions are designed to constitute 360-degree feedback report for people in leadership positions in your company. The approach is focused on gathering input from multiple perspectives within the organization, including colleagues, peers, direct reports, and supervisors.

Each question is therefore designed to assess specific leadership competencies and behaviors, such as communication, empathy, empowerment, conflict resolution, inclusivity, role modeling, innovation, change management, and relationship-building. By soliciting feedback from various stakeholders, the aim is to provide a comprehensive and well-rounded assessment of the leader’s effectiveness and impact on the team or organization. This is what ultimately suppors their growth and development as leaders.

Here's what people say about us

"We use Pointerpro for all types of surveys and assessments across our global business, and employees love its ease of use and flexible reporting."

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Jim McLean

Director at Alere

"I give the new report builder 5 stars for its easy of use. Anyone without coding experience can start creating automated personalized reports quickly."

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Nicolas Gounin

CFO & COO at Egg Science

"You guys have done a great job making this as easy to use as possible and still robust in functionality."

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Ryan Dicksinson

Account Director at Reed Talent Solutions

“It’s a great advantage to have formulas and the possibility for a really thorough analysis. There are hundreds of formulas, but the customer only sees the easy-to-read report. If you’re looking for something like that, it’s really nice to work with Pointerpro.”

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Sabine Wanmaker

Country Manager Netherlands at Better Minds at Work

Performance review report: How to set good goals

It’s crucial to integrate goals and key actions into the performance review report that is delivered following the online assessment. Why? If you ask us, there are 5 key reasons:

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    Alignment with organizational objectives: Setting goals and key actions based on the assessment ensures that individual performance aligns with the broader goals and objectives of the organization. This alignment fosters a sense of purpose and direction, driving collective efforts towards achieving organizational success.

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    Focus and accountability: Clear, measurable goals provide employees with a roadmap for success and help them stay focused on priority tasks. By establishing key actions, individuals know exactly what steps they need to take to accomplish their goals, promoting accountability and driving performance improvement.

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    Continuous improvement: Goals and key actions serve as a framework for continuous improvement by identifying areas for development and defining specific actions to address them. Regularly revisiting and updating goals based on ongoing assessment feedback allows individuals to track their progress, make necessary adjustments, and strive for higher levels of performance.

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    Motivation and engagement: Having meaningful goals and actionable steps to work towards can enhance employee motivation and engagement. When individuals see a clear path for growth and development, they are more likely to feel empowered and invested in their work, leading to increased job satisfaction and productivity.

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    Evaluation and measurement: Goals provide a basis for evaluating performance and measuring progress over time. By setting goals and defining key actions, both employees and managers can objectively assess performance outcomes and identify areas of success as well as areas needing improvement.

Here are 5 key tips to set good goals and key actions:

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    Be specific and measurable: Clearly define goals and key actions in terms of specific outcomes and measurable targets. This ensures clarity and provides a basis for tracking progress and evaluating success.

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    Align with organizational objectives: Ensure that goals and key actions are aligned with broader organizational goals and priorities. This ensures that individual efforts contribute to the overall success of the organization.

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    Set achievable and realistic targets: While it's important to set ambitious goals, they should also be achievable within the given timeframe and resources available. Setting unrealistic goals can lead to frustration and disengagement.

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    Ensure relevance and timeliness: Ensure that goals and key actions are relevant to the individual's role, responsibilities, and development needs. Additionally, establish clear timelines and deadlines to create a sense of urgency and focus.

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    Encourage ownership and accountability: Involve employees in the goal-setting process and empower them to take ownership of their goals. Encourage regular check-ins and progress reviews to promote accountability and provide support as needed.

By following these principles, you’ll be able to establish effective goals and key actions that drive performance, support employee development, and contribute to overall organizational success.

How to give feedback following a negative performance review

Giving negative feedback is always tricky. In an auto-generated report, it’s therefore important to consider the following guidelines:

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    Provide sufficient context and background: At the beginning of the performance review report, offer context and background information to help the individual understand the reasons behind the feedback and the impact of their actions or behaviors on their performance and the organization.

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    Be clear and specific: Ensure that the feedback in the report is clear, specific, and supported by the exact response data. Avoid vague or ambiguous language that may lead to misunderstanding or misinterpretation.

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    Use objective language: Frame the feedback in objective, non-judgmental language, focusing on observable behaviors or metrics rather than subjective opinions or assumptions. Integrating benchmark data, visualized with charts or graphs may also help in making the negative feedback understandable.

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    Acknowledge strengths and positives: Acknowledge the individual's strengths and positive contributions where applicable. Balancing negative feedback with recognition of strengths helps maintain morale and motivation while encouraging growth and improvement.

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    Offer constructive criticism: While addressing areas for improvement, provide constructive criticism and actionable suggestions for how the individual can enhance their performance. Offer specific recommendations and also external resources that can support their development efforts.

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    Include next steps or an action plan: Outline clear next steps or an action plan for how the individual can address the areas for improvement identified in the feedback. Provide specific goals, timelines, and resources to support their development efforts.

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    Encourage follow-up discussion: Encourage the individual to schedule a follow-up discussion to further discuss the feedback, ask questions, and seek clarification. Offer your support and guidance in implementing the suggested actions for improvement.

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    Ensure and communicate the review’s confidentiality: Respect the individual's privacy and confidentiality by delivering the feedback report in a secure manner and refraining from sharing sensitive information with unauthorized parties.

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