The performance review template turns a high-stakes meeting into a fair, structured, two-way conversation. A good review reflects on real results, gives balanced feedback, and sets clear goals, all without surprises.

When to use it

Use it for formal review cycles, typically quarterly, semi-annual, or annual. The review should summarize feedback you have already been giving all along, never deliver it for the first time.

Who attends

The manager and the employee. Prepare with specific examples and the employee's self-assessment in hand. Make the focus the work and outcomes, not personality.

How to run it

Set a calm tone and ask for their self-assessment first, which surfaces alignment and lowers defensiveness. Review results against agreed goals using concrete examples, then balance strengths with one or two real development areas. Finish by co-creating next-period goals so they leave clear and motivated rather than rated and dismissed.

Questions to ask

Looking back, what are you most proud of?
Where did you fall short of your own expectations?
Which goals felt realistic, and which did not?
What would help you do even better next period?
Where do you want to focus your growth?
What can I do differently to support you?

Common mistakes

Springing feedback that should have come months earlier.
Recency bias, judging the whole period by the last few weeks.
Drowning real feedback in vague praise or a single rating.
Talking the entire time and skipping their self-assessment.

Make reviews reflect the whole period, not the last week. Run it in OrgTP and keep feedback and goals connected all year.

Agenda

60 minutes total · 6 sections

Set the tone 5 min

Open warmly, explain the structure, and frame the review as a two-way conversation, not a verdict.
Self-assessment first 12 min

Ask the employee to reflect on the period before you share your view so they feel heard, not judged.
Results against goals 15 min

Walk through outcomes versus expectations with specific examples, celebrating wins and naming gaps.
Strengths and development areas 13 min

Give balanced, specific feedback and discuss the one or two areas with the biggest growth payoff.
Goals for next period 10 min

Agree on clear, measurable goals and the support needed to hit them.
Close and questions 5 min

Invite their reflections, confirm next steps, and make sure they leave clear and motivated.

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Performance Review Meeting Template