presentation performance review

Performance Review Presentation Template

A performance review can help managers and employees align on expectations and set goals so the team as a whole can be more successful. Keep your notes and employee evaluations organized with Beautiful.ai’s performance review template. 

Our customizable template has all the performance review basics like communication hits and misses, job performance, and overall feedback. An organized performance review can help teams understand what is expected in the role and whether they’re hitting their goals, working well with others, or where they can improve to be more successful.  

Our performance review template can also help you:

• Customize your performance review presentation for different employees
• Act as a take-away resource that employees can reference throughout the quarter
• Organize your notes and expectations for future hires

Use our template to create an effective performance review presentation

Tailoring this template to your team’s unique performance review needs can save upper-management hours of time. Whether you need to create additional details or edit a review from the previous quarter, you can quickly bring your visions to life with these customizable template. A performance review should be clear and concise, so that nothing is left up for interpretation. That’s why our template includes everything you need to create an effective presentation. Those slides include:

Tips to create an effective performance review presentation

As you use this template to craft your performance review presentation, keep these do’s and don’ts in mind:

Condensing an entire quarter’s worth of feedback can be tedious. Build an outline or table of contents first, then simply stick to that structure as you create your presentation.

It can be easy to get caught up in your expectations. Make sure to provide actionable feedback to your employees so they know exactly what they need to do to improve their work.

Remember: You aren’t here to touch on every single loss and win from the previous quarter. Limit the amount of content you add to each slide and only highlight key takeaways.

A performance review is different for each employee on your team. Don’t be afraid to customize the template and add personality to match the subject of the review.

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Top 10 Annual Performance Review Templates with Samples and Examples

Tejas Prasanna

Feedback is the breakfast of champions.

                                                                                   - Ken Blanchard

The above quote from Ken Blanchard, a renowned American author, holds true as feedback is essential for individuals to identify their strengths and weaknesses, set goals, and improve their performance.

The Big Question: How to provide effective feedback? To ensure it is delivered as intended and has actionable insights, you need a system (a framework, rather). To build one, most companies rely on employee evaluation forms.

Organizations may use different  employee performance review templates,  which may be across varied timespans, cultures, business needs, and locations.  Click here  to gain access to 40 such templates.

At SlideTeam, we have curated ten such best-in-class templates on  annual performance review templates . These provide you with the much-need structure as you go about choosing one for your business needs.

Each of the templates is 100% editable and customizable. The content-ready nature provides you with the much-need structure, while the editability feature ensures you can customize all matters and the appearance of the presentation according to your own needs.

Here are ten such templates to check employee performance.

Let’s explore!

Template 1: Annual Performance Review PowerPoint Template Bundle

The annual Performance Review PPT Bundle comes with attractive designs and workable insights. This PPT Set includes the employee competency annual performance review that shows core competencies, assessments that meet expectations, and those that don't meet the requirements. Core competencies include reliability, teamwork and collaboration, and service.

This PPT Layout highlights procedures and strategies to implement to review annual employee performance in detail, complete with the steps to follow. The 17-slide PowerPoint Presentation also consists of other vital information about yearly employee performance reviews, such as a dashboard, types of performance reviews, and reasons to review the performance of employees. The template provides a complete solution to the annual employee performance review.

Download Now!

Template 2: Five Step Process for Employee Annual Performance Review

The six-slide PowerPoint Presentation illustrates the five steps in the annual employee performance review process. It covers the principal aspects of employee performance review, including developing an evaluation form, identifying performance measures, setting guidelines for feedback, creating disciplinary and termination procedures, and setting an evaluation schedule.

Template 3: Ten Annual Performance Review Methods

The five-slide, ten-annual performance review methods show ten methods for reviewing employee performance. These include:

• 360-degree feedback.
• Rating scales.
• The paired comparison method.
• Management by objective.
• The assessment center method.
• Behaviorally anchored rating scales.
• Critical incident technique.
• Essay evaluation.
• Human asset accounting method.
• Selection process validation.

Download these slides and start using them today.

Template 4: Five Ways for Annual Performance Review

The template shows the five-step process for reviewing employee performance. These include framing quarterly goals, 360-degree assessment and feedback, development discussions, and feedback and performance-based incentives.

Depending on your requirements, you can edit the slides and add or delete elements.

Template 5: Eight Steps for Annual Performance Review

This PPT Set outlines eight steps for reviewing employee performance. Here are the eight steps.

• Collect foundational information.
• Review performance journal notes.
• Generate a list of accomplishments.
• Conduct self-evaluations.
• List areas that need improvement.
• Outline goals for the coming period.
• Create the presentation.
• Share the presentation with the manager.

Follow these to ensure a comprehensive employee performance review.

Template 6: Benefits of Annual Performance Review

There are multiple benefits of an annual performance review. Our PPT Slide highlights those in a creative framework. The template explains four key benefits. The first benefit is getting a complete picture of your employees' work. You can also set goals for the coming year using this information. Third, annual performance appraisals allow employers to provide feedback and make improvements. Lastly, you can set long-term goals and, more importantly, remember them.

Template 7: Financials of Company Annual Performance Review

This PPT Template shows company financials, including annual sales, gross margin, and net profits. You can also add expenses for different purposes, including sales and capital expenditures. Using this PPT Layout, you can divide the income per your requirements, such as before and after taxes and earnings per share.

Template 8: Process Management Cycle for Annual Performance Review

This PPT Design shows the process management cycle for employee performance review. The cycle has three stages: ongoing feedback, reviewing, and planning.

There are five aspects in the ongoing feedback stage, including the significant areas of responsibility, individual priorities, skills and behaviors, development plans, and agreements.

The reviewing stage consists of end-of-cycle reviews and continuous progress and development. The last stage in the process management cycle for employee performance review is planning, with ongoing feedback, coaching, and interim assessments.

Template 9: Four Advantages of Annual Performance Review

Use this PPT Design to illustrate four benefits of conducting annual employee performance reviews.

• A complete overview of performance.
• A means to set goals for the forthcoming year.
• A way to provide employee feedback and suggestions on improving performance.
• A tool to set and remember long-term goals.

If you want to know the four benefits of conducting annual employee performance appraisals, you can download this template today!

Template 10: Employee Annual Performance Review Checklist

Get this PPT Layout that shows a checklist of things to do when conducting annual employee performance reviews. These could be things like checking whether the appropriate documents have been consulted, whether the numbers have been picked right, and whether a discussion has been held between the manager and the employee concerned. Another major point on the checklist has to be whether the employee is eligible for any arrears or not.

Performance Review Templates: The Excellent Way to Conduct Annual Appraisals

Performance review templates are handy ways to measure employee performance and success. They not only serve as a way to communicate with the teams effectively but also offer more transparency, especially for the expectations that organizations have from their workforce.

These templates offer a transparent way to appraise employees as they foster honest feedback and, more importantly, urge them to act upon that feedback to improve performance.

FAQ on Annual Performance

What to write in my annual performance review.

You should consider stakeholders’ interests when writing your annual performance review. For instance, your employer may look for your achievements or a career review, and it all boils down to what your employer wants. While the particulars may vary depending on the employer, here are a few things you can include as part of your annual performance review.

• A list of positive attributes.
• A list of accomplishments.
• How do you plan on improving upon your past mistakes?
• Opportunities to grow.
• Development goals.

How do you write a good performance review?

There are many ways to write an excellent annual performance review. However, you can use this approach as it will make things easy.

• Review the job description. That is, review the role and responsibilities.
• State areas that need improvement.
• Mention and compare your strengths and weaknesses.
• Set goals and recommend follow-up actions.
• Offer constructive feedback and analysis.
• Give your team members a chance to offer their input.

What is an example of an annual performance review?

When reviewing annual performance, employers look for the following details.

• Attendance.
• Innovation and creativity.
• Leadership.
• Communication.
• Collaboration and teamwork.
• Time management.
• Problem-solving skills.
• Customer experiences.
• Work ethics.

When writing your annual performance review, you must consider these aspects.

• Review your past and present performance.
• State the facts clearly and honestly.
• Provide solid examples to prove your worth.
• End the review on a positive note.

Related posts:

• [Updated 2023] 50 Best Company Presentation Templates To Ace The Corporate Ladder
• Top 20 Performance Review Templates For a Perfect Performance Evaluation
• [Updated 2023] Top 15 Business Performance Review Templates To Transfigure an Effective Reporting Mechanism
• Top 10 Employee Appreciation Templates to Boost Productivity

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Performance Review Template & Examples (2024)

Updated: Apr 30, 2024, 10:41pm

Table of Contents

What is a performance review, how to prepare for a performance review, what to write in a performance review, after the performance review: follow up, free performance review template, performance review do's and don'ts, when to use performance review software, frequently asked questions (faqs).

Performance review: these two words evoke mixed feelings in managers and employees alike. Some might be excited. Others become intimidated. But most managers feel stressed, because giving constructive performance feedback is a tough task.

You have to walk the fine line between coaching and criticizing. It’s easy to slip into the wrong territory. You can avoid this scenario with our tips, examples and a downloadable performance review template.

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Performance review is a systematic process of evaluating the employee’s past performance and articulating future expectations for the job. The purpose of reviews is twofold: Give constructive feedback and suggest the next steps for personal and professional development:

• Managers use performance feedback to motivate employees, prioritize career development opportunities and clarify responsibilities and accountability.
• Employees use performance feedback as a beacon. It helps them reorient their effort toward the right goals and moderate their behaviors accordingly.

Numerous psychological studies suggest that regular, fair and diverse feedback leads to substantial improvements in employee performance. Separately, workplace research suggests that meaningful feedback improves employee engagement levels and prevents talent attrition. But to capture these benefits, you must schedule regular performance reviews for each team member (typically once or twice per year ).

Performance review is a dialogue between the feedback recipient and the giver. To have an impactful conversation, both parties should take the time to prepare their assessments, examples and commentary.

Without the lead-up work, a performance review session will lack substance and fail to deliver on its core objective—promote desired employee behaviors.

As a Manager

• Review the past goals and track key performance indicators (KPIs): Use available metrics to make an objective evaluation of the employee’s work.
• Analyze outcomes, not outputs: Focus on the employee’s positive contributions to the company rather than how many hours or efforts they have put in.
• Talk to colleagues: Request additional feedback from the recipient’s peers or other line managers who they’ve interacted with if you have doubts.
• Set personal biases aside: Try to cleanse your judgment from common unconscious biases, such as the “halo effect,” “conformity bias,” “affinity bias” and possible -isms.

As an Employee

• Collect and prepare evidence of your performance: These can include notable accomplishments, aggregated KPIs, feedback and praise from colleagues and superiors.
• Think about your career goals: What would you like to accomplish next? Which career development paths sound appealing to you? Do consider both vertical and horizontal career growth opportunities .
• Prepare to provide feedback too: Your employer would be interested in hearing what else the company can do to support your performance.
• Complete the provided self-assessment form: Answer the questions honestly. Avoid inflating your personal ratings as this would put you in an awkward position.

Performance review offers an opportunity to speak about the person’s strengths and weaknesses candidly. There’s a fine line between being helpful and overly critical. Less than 20% of United States employees agree that they’ve received meaningful feedback in the last week.

Performance reviews include an evaluation of an employee’s accomplishments, along with a data-based assessment of their strengths, weaknesses and areas for improvement. Effective feedback doesn’t condemn. It guides the employer toward doing better next time.

To provide feedback in a growth-encouraging way, try to phrase your statements in the following way.

Tie your improvement suggestion to past action. Instead of telling the employee to fully change their behavior, indicate how they improve upon past actions. For example:

Put fallout into context. To better articulate the need for change, explain the downstream effects of the employee’s behavior on the team, company and their own career prospects.

Use positive reinforcement. Promote repeat behaviors through appraisal. Acknowledge the person’s strengths and explain how to succeed further—not just avoid failure.

When writing your review feedback, think like a coach—and talk like a mentor.

Performance review is a corrective tool. However, to result in meaningful change, it should be paired with supplementary action on goal-setting and progress tracking. Design an accountability mechanism to promote continuous improvements.

Research on performance management suggests that people set higher goals under the condition of accountability. They’re also more likely to perform better when held publicly accountable, such as the goals known by the manager.

Instead of merely expressing praise and constructive criticism, set up a process for follow-up action. It can be documented either as an employee development plan or a performance improvement plan (PIP).

• Employee Development Plan

An employee development plan―also called an employee growth plan―provides workers with a sequential list of tasks they must complete to improve skills and acquire knowledge for new roles.

Show the employee what actions they should take in the future to accomplish a certain goal—get a raise, advance to a new role, secure new responsibilities, and more. Doing so helps retain ambitious talent, improve overall employee engagement rates and perform succession planning.

Here’s what to include in an employee development plan:

• Career development prospects: Outline the possible paths and actions required to move to a C-level position.
• Extra training and upskilling: Include a list of suggested programs, certifications or educational courses needed to advance in their role or get considered for a promotion.
• New responsibilities and duties: Suggest how an employee can make a bigger contribution to the company by taking ownership of new initiatives, such as new enterprise resource planning (ERP) system rollout, or allocating extra time to new duties like mentorship).

A full employee development plan sits at the nexus of your company’s organizational needs and employees’ strong sides.

Performance Improvement Plan

A performance improvement plan (PIP) documents the employee’s current shortcomings and outlines corrective steps. A PIP can comment on poor performance ratings, address skill gaps, draw attention to inappropriate past actions—and suggest mandatory follow-up steps.

Unlike an employee development plan, a PIP is designed to address past failures or problematic on-the-job behaviors rather than set the backdrop for future successes. What to include in a performance improvement plan:

• Acceptable performance criteria: Outline general expectations around the employee’s on-the-job performance with examples of positive/negative actions.
• Specific KPIs: Present a baseline set of quantifiable goals an employer must meet within the stated period.
• Support resources: Explain how your organization will help them address current shortcomings, such as mandatory training, mentorship and counseling.
• Check-in schedule: State how often you’ll provide feedback and set up recurring meetings.
• Consequences: Describe what will happen if the employee doesn’t comply with the proposed plan.

If an employee fails to follow the PIP, punitive action may be taken, such as transfer, demotion or termination.

Use this performance review template to create an evidence-based approach for evaluating employee competencies and on-the-job behaviors.

The ultimate goal of the performance review is to guide, not admonish, your team members. Your feedback should help the receiver practice the right actions and make them feel recognized for their achievements.

To ensure your feedback achieves the above goals, use the following techniques:

Performance review software offers a consolidated set of tools and storage for governing employee evaluation processes. Such platforms help you create standardized performance evaluation forms, process feedback and manage review schedules with the managers.

Best-in-class performance review software also promotes a good governance model by making the review process standardized, transparent and cross-attributable. A strong methodology, paired with data traceability, prevents personal biases from affecting evaluations—and protects your organization against discriminatory accusations.

Bottom Line

Regular feedback and coaching are crucial for nurturing an engaged workforce. A documented performance review process is your first step toward creating a more productive work environment where A-level work is regularly acknowledged and temporary performance slips get resolved fast.

How often should you conduct a performance review?

Conducting performance reviews every 6-12 months is the standard practice. Initiate performance for new and entry-level candidates sooner, such as after three and six months, as part of their onboarding. Schedule reviews of other team members less regularly (unless there are issues with their performance).

What should I say in a performance review?

An easy way to figure out what to say in a performance review is to mentally divide your speech into three parts:

• Recognition of the person’s efforts and accomplishments.
• Constructive feedback on the person’s actions and behaviors.
• Outcomes and follow-up steps after the performance review.

Ensure the receiver understands what’s going to happen next and has clear takeaways from the conversation.

What are the 5 performance ratings?

Most managers use a five-point grading system for evaluating employees’ performance across set criteria. The standard 5 performance ratings are:

• 5 (Outstanding)
• 4 (Exceeds Expectations)
• 3 (Meets Expectations)
• 2 (Needs Improvement)
• 1 (Unacceptable)

What are the components of a performance review?

The main parts of a performance review are:

• Performance review form or scoreboard for managers
• Self-assessment form for employees
• 1:1 conversation with the direct supervisor
• Employee development plan
• Performance improvement plan
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How to Conduct a Great Performance Review

• Frank V. Cespedes

What to do before, during, and after the meeting.

The purpose of performance reviews is two-fold: an accurate and actionable evaluation of performance, and then development of that person’s skills in line with job tasks. For recipients, feedback has intrinsic and extrinsic value. Across fields, research shows that people become high performers by identifying specific areas where they need to improve and then practicing those skills with performance feedback.

Dissatisfaction with performance appraisals is pervasive. They are seen as time-consuming, demotivating, inaccurate, biased, and unfair. A McKinsey survey indicates most CEOs don’t find the appraisal process in their companies helps to identify top performers, while over half of employees think their managers don’t get the performance review right. A Gallup study is more negative: Just one in five employees agreed that their company’s performance practices motivated them.

• Frank V. Cespedes is a senior lecturer at Harvard Business School and the author of Sales Management That Works: How to Sell in a World That Never Stops Changing (Harvard Business Review Press, 2021).

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Performance management presentation: The all-in-one guide

Performance management presentation: Improve employee performance, drive business success.

Raja Bothra

Building presentations

Welcome to this comprehensive guide on performance management presentations.

In today's corporate landscape, delivering a compelling presentation on performance management can be a game-changer. Whether you're an HR professional, a supervisor, or just someone eager to improve employee performance, you're in the right place.

So, what exactly is performance management, and how can you craft an outstanding presentation? In this guide, we'll walk you through the ins and outs of creating a top-notch performance management presentation that leaves a lasting impact.

What is performance management?

Performance management, often referred to as "PM," is the systematic process of improving employee performance to meet organizational goals and objectives. It's a dynamic approach that involves setting clear objectives, evaluating progress, and providing feedback and support to enhance performance. In essence, it's about aligning individual and team goals with the strategic planning of an organization.

It is the cornerstone of effective HR practices, ensuring that employees' performance aligns with the organization's mission and vision. Now, let's dive deeper into how to create a compelling performance management presentation.

Read more about strategic planning presentation

How to create a captivating presentation on performance management

Crafting an exceptional presentation on performance management goes beyond just slides and charts. It's about engaging your audience, delivering valuable insights, and leaving a lasting impression. Here's a detailed guide on how to make your presentation truly captivating:

Begin with impact

Start your presentation with a bang. Hook your audience right from the beginning. You can use a compelling anecdote, a thought-provoking question, or a surprising statistic related to performance management. The goal is to pique their interest and make them eager to learn more.

Define clear objectives

Be crystal clear about what you aim to achieve with your presentation. Outline your objectives early on. Are you educating your audience about the basics of performance management? Are you discussing strategies for improving employee performance? Setting expectations will keep your audience engaged and focused.

Know your audience inside out

Understanding your audience is paramount. Know their preferences, their level of familiarity with the topic, and their pain points. Tailor your content to resonate with them. Use language and examples that they can relate to. The more you connect with your audience, the more effective your presentation will be.

Craft a seamless content flow

Organize your content logically. Create a storyline that flows smoothly from one point to the next. Use a mix of slides and visuals to maintain engagement. Each section of your presentation should naturally lead to the next, creating a cohesive narrative.

Visual impact

Incorporate visuals that pack a punch. High-quality images, infographics, graphs, and charts can make complex concepts easy to understand. Visuals not only enhance comprehension but also make your presentation visually appealing.

Engage with compelling stories

Don't just present data; tell stories. Share real-life examples and success stories related to performance management. Stories resonate with people on a personal level and make your presentation memorable. They can relate to the experiences of others and see the value in what you're presenting.

Encourage interaction

Keep your audience engaged throughout the presentation. Encourage questions, discussions, and participation. Interactive elements like polls or group activities can break the monotony and make your presentation more dynamic.

Stay aligned with organizational goals

Throughout your presentation, emphasize how performance management aligns with the broader goals of your organization. Show how it contributes to achieving success, not just for individual employees but for the company as a whole.

The power of prezent

Consider using AI-powered tools like Prezent to streamline your presentation creation process. Prezent offers a wide range of templates, slides, and design options that can elevate the visual appeal of your presentation. It also allows for real-time collaboration with your team.

By following these steps, you can create a performance management presentation that not only educates but also captivates your audience. Your presentation will stand out as a valuable resource, leaving a lasting impact on those you engage with.

How to structure an effective performance management presentation

The structure of your performance management presentation is the backbone that holds your content together. It ensures clarity, engagement, and an effective delivery of your message. Here's a comprehensive guide on how to structure your presentation for maximum impact:

1. Start with a compelling introduction

Your opening sets the tone for the entire presentation. Begin with a powerful hook that grabs your audience's attention. This could be a relevant quote, a surprising fact, or a compelling story related to performance management. Make your audience curious and eager to learn more.

2. Define clear objectives

Right after the introduction, clearly state the objectives of your presentation. What do you aim to accomplish? Whether it's educating your audience on the basics of performance management or discussing advanced strategies for improving employee performance, setting clear objectives helps manage expectations and keeps your audience engaged.

3. Establish context

Provide context for your presentation. Explain why performance management is crucial in the business world today. Share any relevant industry trends or challenges that make this topic relevant. This helps your audience understand the significance of what you're about to discuss.

4. Main content sections

Organize the main content of your presentation into sections. Each section should cover a specific aspect of performance management. Here's a suggested breakdown:

a. Performance management fundamentals

Start with the basics. Explain what performance management is and why it matters. Define key terms like performance appraisal and employee performance . Use clear and concise language to ensure everyone can follow along.

b. The process of performance management

Dive into the step-by-step process of performance management. Describe how it begins with setting objectives, involves regular evaluations, and includes feedback and support. Use visual aids like flowcharts or diagrams to illustrate the process.

c. Aligning with organizational goals

Highlight the importance of aligning performance management with your organization's goals. Explain how individual and team performance contribute to the achievement of these goals. Share real-life examples or case studies to reinforce this point.

d. Strategies for improvement

Discuss strategies for improving employee performance. This could include coaching and development, setting measurable goals, and using performance improvement plans . Provide actionable insights that your audience can apply in their roles.

5. Engaging visuals

Throughout your presentation, incorporate engaging visuals. Use high-quality images, infographics, and charts to simplify complex concepts. Visuals not only enhance understanding but also make your presentation visually appealing.

6. Transition smoothly

Ensure smooth transitions between sections. Use transitional phrases to guide your audience through your presentation. These phrases act as signposts, letting your audience know where you're heading next.

7. Encourage questions

At the end of each section, invite questions and discussions. This keeps your audience engaged and allows them to seek clarification on any points they find confusing.

8. Summarize key points

After covering each section, provide a brief summary of the key takeaways. This reinforces the most important points and helps your audience retain the information.

9. Engage with stories

Throughout your presentation, share relevant stories and examples. Real-life anecdotes and success stories related to performance management humanize your content and make it relatable.

10. Interactive elements

Consider incorporating interactive elements like polls, surveys, or group activities to break up the presentation and keep your audience engaged.

By following this structured approach, you can create a performance management presentation that is not only informative but also engaging and impactful. Your audience will leave with a clear understanding of performance management and how it can drive success within your organization.

Dos and don'ts on a performance management presentation

Now, let's explore some dos and don'ts to ensure your presentation hits the mark:

• Involve your audience : Encourage participation and questions. Make it an interactive experience.
• Use prezent : Take advantage of AI-powered tools like Prezent to create stunning presentations effortlessly.
• Align with organizational goals : Emphasize how performance management contributes to achieving organizational goals .
• Highlight improvement : Showcase how PM can lead to performance improvement.

Don'ts

• Avoid jargon : Steer clear of HR jargon that may confuse your audience.
• Don't overload slides : Keep slides clean and concise. Avoid clutter.
• Skip wordiness : Be concise and to the point. Avoid unnecessary wordiness.
• Humor naturally : If humor fits naturally, go for it. But don't force it.

Here is a guide on HR presentation .

Summarizing key takeaways

To wrap it up, here are the key takeaways:

• Performance management is the process of improving employee performance to meet organizational goals.
• Creating an effective presentation involves structuring your content, knowing your audience, and engaging with compelling stories.
• Use Prezent to streamline your presentation creation process.
• Follow dos and don'ts to make your presentation informative and engaging.

Use this guide as your roadmap to crafting presentations that not only educate but also inspire action. Remember, the key is to align individual performance with organizational success. So, go ahead, create your masterpiece, and make your next performance management presentation unforgettable.

1. What is the role of performance management in an organization's human resource strategy?

Performance management plays a pivotal role in an organization's human resource strategy . It aligns individual and team goals with the broader business strategy , ensuring that employees contribute effectively to the company's objectives. By implementing a robust performance management system , organizations can track progress, set clear performance standards , and provide regular performance reviews to employees. This not only enhances employee engagement but also contributes to overall productivity.

2. How can I create an engaging performance management PowerPoint presentation (PPT)?

Creating an engaging performance management PPT involves more than just a series of slides. Start by defining clear objectives and structuring your content logically. Use visually appealing presentation slides with high-quality images and charts. Incorporate real-life examples and success stories related to managing performance to make your presentation relatable. Remember, the goal is to provide valuable information in a format that keeps your audience's attention.

3. What's the difference between a performance management program and a performance measurement system?

While both are crucial components of performance management, they serve different purposes. A performance management program encompasses the entire process of setting goals, conducting performance assessments , and providing feedback. On the other hand, a performance measurement system focuses on collecting and analyzing data to evaluate individual and team performance against predefined metrics. Both are essential for enhancing overall performance and identifying areas for improvement .

4. What is 360-degree feedback, and how does it relate to performance management?

360-degree feedback is a comprehensive assessment method that involves collecting input from various sources, including supervisors, peers, subordinates, and even customers, to evaluate an individual's performance. It provides a holistic view of an employee's strengths and weaknesses and is often used as part of the performance evaluation process. This approach promotes ongoing communication and shared understanding among team members, making it a valuable tool within a performance culture .

5. Can performance management be customized to suit the specific needs of an organization?

Absolutely! Performance management should be customize d to align with an organization's unique goals and values. This includes tailoring job descriptions , setting attainable goals, and establishing a metric -driven approach to track progress. The ability to set goals that are in line with the company's business strategy ensures that performance is managed effectively. Moreover, adopting a continuous process allows for ongoing adjustments and improvements, making performance management a dynamic and adaptive tool for managing human resources.

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Home PowerPoint Templates Business PowerPoint Templates Business Performance Review Presentation Template

Business Performance Review Presentation Template

Our Business Performance Review Presentation Templat e features a deck of creative slides covering various aspects of a performance review presentation. For any business to run flawlessly, it is necessary to track the efficiency of employees and other functions. Generally, such performance reviews are performed quarterly or annually based on the specific requirements. This PPT template helps presenters discuss the four major components of performance review, i.e., sales, people, financial and overall reviews. Using its 100% editable creative slides, users can showcase their custom details before the audience.

The template design has a color combination of blue and white in its various components. However, presenters can alter the gradients and shades according to their choice. The template begins with a simple cover slide and a 4-item agenda slide. Users can list the areas of discussion using this slide. The next slide helps elaborate on a scheme of the annual reviewing process that comprises three steps(Ongoing feedback, Reviewing, and Planning) depicted through the three segments of the circular diagram. A quarterly review slide is an editable charter dashboard to add review information about the employee. In addition to the comments and general info, it also displays the important KPIs in the form of percentages, i.e., core values, improvement, goals achieved, etc.

Following are the tabular diagrams to present:

• Current Strategic Initiatives (project summaries and their costs, time, workload, and progress through color-coded chart)
• Overall Review Slide (target and actual comparison for different business functions)
• Sales Review (revenue gap analysis; a set of functions and relative financial metrics)
• People Review Slide
• Financial Review (business profit and loss overview)

Presenters can conveniently add or remove the sections to this Business Performance Review Presentation Template based on the presentation needs. All components included on these slides are entirely editable, i.e., font, color scheme, shapes, icons, and arrangements. The page numbers are also mentioned in the bottom right corner of the slides. Executives can thus prepare a business presentation in just a few steps by downloading this PPT template.

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30 presentation feedback examples

Jump to section

You're doing great

You should think of improving

Tips to improve

3 things to look for when providing presentation feedback

3 tips for giving effective feedback.

We’re all learning as we go. 

And that’s perfectly OK — that’s part of being human. On my own personal growth journey, I know I need to get better at public speaking and presenting. It’s one of those things that doesn’t necessarily come naturally to me. 

And I know there are plenty of people in my shoes. So when it comes to presenting in the workplace, it can be intimidating. But there’s one thing that can help people continue to get better at presentations: feedback . 

The following examples not only relate to presentations. They can also be helpful for public speaking and captivating your audience. 

You’re doing great 

• You really have the natural ability to hand out presentation material in a very organized way! Good job!
• Your presentations are often compelling and visually stunning. You really know how to effectively captivate the audience. Well done!
• You often allow your colleagues to make presentations on your behalf. This is a great learning opportunity for them and they often thrive at the challenge.
• Keeping presentations focused on key agenda items can be tough, but you’re really good at it. You effectively outline exactly what it is that you will be discussing and you make sure you keep to it. Well done!!
• You created downloadable visual presentations and bound them for the client. Excellent way to portray the company! Well done!
• Your content was relevant and your format was visually appealing and easy to follow and understand. Great job! You’re a real designer at heart!
• You always remain consistent with the way you present and often your presentations have the same style and layout. This is great for continuity. Well done!
• You always remain consistent with every presentation, whether it be one on ones, small group chats, with peers, direct reports, and the company bosses. You have no problem presenting in any one of these situations. Well done!
• You are an effective presenter both to employees and to potential clients. When controversial topics come up, you deal with them in a timely manner and you make sure these topics are fully dealt with before moving on. Well done!
• You effectively command attention and you have no problem managing groups during the presentation.

You should think of improving 

• You’re a great presenter in certain situations, but you struggle to present in others. Try to be more consistent when presenting so that you get one single-minded message across. This will also help you broaden your presentation skills by being able to portray one single idea or message.
• You tend to be a little shy when making presentations. You have the self-confidence in one-on-one conversations , so you definitely have the ability to make compelling presentations. Come on! You can do it!
• During presentations, there seems to be quite a lack of focus . I know it can be difficult to stick to the subject matter, however you need to in order for people to understand what the presentation is about and what is trying to be achieved.
• To engage with your audience and make them attentively listen to what you have to say, you need to be able to use your voice in an effective manner to achieve this. Try to focus on certain words that require extra attention and emphasis these words during your presentation.
• Knowing your audience is critical to the success of any presentation. Learn to pick up on their body language and social cues to gauge your style and tone. Listen to what your audience has to say and adjust your presentation accordingly.

• During presentations, it’s expected that there will be tough questions . Try to prepare at least a couple of days before the time so that you can handle these questions in an effective manner.
• To be an effective presenter you need to be able to adjust to varying audiences and circumstances. Try learning about who will be in the room at the time of the presentation and adjust accordingly.
• Remember not to take debate as a personal attack. You tend to lose your cool a little too often, which hinders the discussion and people feel alienated. You can disagree without conflict .
• The only way you are going to get better at public speaking is by practicing, practicing, practicing. Learn your speech by heart, practice in the mirror, practice in front of the mirror. Eventually, you’ll become a natural and you won't be afraid of public speaking any longer.
• Your presentations are beautiful and I have no doubt you have strong presentation software skills. However, your content tends to be a bit weak and often you lack the substance. Without important content, the presentation is empty.

Tips to improve 

• Remember it’s always good to present about the things you are passionate about . When you speak to people about your passions they can sense it. The same goes for presentations. Identify what it is that excites you and somehow bring it into every presentation. it’ll make it easier to present and your audience will feel the energy you portray.
• Sometimes it can be easier to plan with the end result in mind. Try visualizing what it is you are exactly expecting your audience to come away with and develop your presentation around that.
• Simplicity is a beautiful thing. Try to keep your presentations as simple as possible. Make it visually appealing with the least amount of words possible. Try interactive pictures and videos to fully immerse your audience in the presentation.
• It’s a fine balance between winging the presentation and memorizing the presentation. If you wing it too much it may come across as if you didn't prepare. If you memorize it, the presentation may come off a bit robotic. Try to find the sweet spot, if you can.
• When presenting, try to present in a way that is cause for curiosity . Make people interested in what you have to say to really captivate them. Have a look at some TED talks to get some tips on how you can go about doing this.
• Remember presentations should be about quality, not quantity. Presentations that are text-heavy and go on for longer than they should bore your audience and people are less likely to remember them.
• Try to arrive at every staff meeting on time and always be well prepared. This will ensure that meetings will go smoothly in the future.
• Remember to respect other people's time by always arriving on time or five minutes before the presentation.
• Remember to ask the others in the meeting for their point of view if there are individuals during presentations.
• If you notice presentations are deviating off-topic, try to steer it back to the important topic being discussed.

Presentation feedback can be intimidating. It’s likely the presenter has spent a good deal of time and energy on creating the presentation.

As an audience member, you can hone in on a few aspects of the presentation to help frame your feedback. If it's an oral presentation, you should consider also audience attention and visual aids.

It’s important to keep in mind three key aspects of the presentation when giving feedback. 

Communication

• Were the key messages clear? 
• Was the speaker clear and concise in their language?
• Did the presenter clearly communicate the key objectives? 
• Did the presenter give the audience clear takeaways? 
• How well did the presenter’s voice carry in the presentation space? 

Delivery 

• Was the presentation engaging? 
• How well did the presenter capture their audience? 
• Did the presenter engage employees in fun or innovative ways? 
• How interactive was the presentation? 
• How approachable did the presenter appear? 
• Was the presentation accessible to all? 

Body language and presence 

• How did the presenter carry themselves? 
• Did the presenter make eye contact with the audience? 
• How confident did the presenter appear based on nonverbal communication? 
• Were there any nonverbal distractions to the presentation? (i.e. too many hand gestures, facial expressions, etc.)  

There are plenty of benefits of feedback . But giving effective feedback isn’t an easy task. Here are some tips for giving effective feedback. 

1. Prepare what you’d like to say 

I’m willing to bet we’ve all felt like we’ve put our foot in our mouth at one point or another. Knee-jerk, emotional reactions are rarely helpful. In fact, they can do quite the opposite of help. 

Make sure you prepare thoughtfully. Think through what feedback would be most impactful and helpful for the recipient. How will you word certain phrases? What’s most important to communicate? What feedback isn’t helpful to the recipient? 

You can always do practice runs with your coach. Your coach will serve as a guide and consultant. You can practice how you’ll give feedback and get feedback … on your feedback. Sounds like a big loop, but it can be immensely helpful. 

2. Be direct and clear (but lead with empathy) 

Have you ever received feedback from someone where you’re not quite sure what they’re trying to say? Me, too. 

I’ve been in roundabout conversations where I walk away even more confused than I was before. This is where clear, direct, and concise communication comes into play. 

Be clear and direct in your message. But still, lead with empathy and kindness . Feedback doesn’t need to be harsh or cruel. If it’s coming from a place of care, the recipient should feel that care from you. 

3. Create dialogue (and listen carefully) 

Feedback is never a one-way street. Without the opportunity for dialogue, you’re already shutting down and not listening to the other person. Make sure you’re creating space for dialogue and active listening . Invite questions — or, even better, feedback. You should make the person feel safe, secure, and trusted . You should also make sure the person feels heard and valued. 

Your point of view is just that: it's one perspective. Invite team members to share their perspectives, including positive feedback . 

You might also offer the recipient the opportunity for self-evaluation . By doing a self-evaluation, you can reflect on things like communication skills and confidence. They might come to some of the same important points you did — all on their own.

Now, let’s go practice that feedback 

We're all learners in life.

It's OK to not be perfect . In fact, we shouldn't be. We're perfectly imperfect human beings, constantly learning , evolving, and bettering ourselves. 

The same goes for tough things like presentations. You might be working on perfecting your students' presentation. Or you might want to get better at capturing your audience's attention. No matter what, feedback is critical to that learning journey . 

Even a good presentation has the opportunity for improvement . Don't forget the role a coach can play in your feedback journey.

Your coach will be able to provide a unique point of view to help you better communicate key points. Your coach can also help with things like performance reviews , presentation evaluations, and even how to communicate with others.

Enhance your presentation skills

Unlock new heights in your career with personalized coaching tailored to boost your presentation prowess.

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

How to not be nervous for a presentation — 13 tips that work (really!)

Josh bersin on the importance of talent management in the modern workplace, coaching insider: trusting your team as a new manager, executive presence: what is it, why you need it and how to get it, 31 examples of problem solving performance review phrases, unlock your team’s superpowers with effective team management, coaching insider: how to own a new manager role, an exclusive conversation with fred kofman, discover the benefits of leadership training: why you need it, 5 tactics for managing managers effectively — and why it matters, build an agile organization with these 5 tactics, boss versus leader: develop the skills to bring out the best of both, 8 types of internal communication (and 4 factors that matter most), how to be a good (or great) manager: top qualities and examples, 25 performance review questions (and how to use them), developing your dream team: 7 game-changing tactics, 4 easy ways to make one-on-one meetings more meaningful, revisiting project oxygen: a look at what makes a good manager, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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What to Include in Your Next Performance Review (+ Templates)

Written by: Chloe West

A performance review is a major part of hiring. It helps you as the manager and your employee better understand how to work together—and if the working relationship is, well, working.

Performance reviews often happen at the first 30, 60 and 90-day milestones, then often space out to once each year. A performance review is a great place for employees to make their case for a raise, hear genuine feedback about their work and gather actionable ideas to improve moving forward.

However, a performance review is only as good as the manager conducting it. That’s why we’ve put together this guide to help you.

Let’s dig in.

Here’s a short selection of 8 easy-to-edit performance review templates you can edit, share and download with Visme. View more templates below:

Table of Contents

What is a performance review, why are performance reviews important, what to include in a performance review, 10 more performance review templates to customize, 13 performance review phrases you can use, performance review faqs.

• A performance review is a structured assessment of an employee’s job performance. It typically includes feedback on strengths and weaknesses, goal setting and discussions about career development.
• Performance reviews are also documents where the comprehensive review is annotated and then presented.
• Performance reviews are essential in business because they ensure everyone has a clear understanding of their responsibilities, provide regular feedback and set guidelines for career development.
• Performance reviews consist of the employee’s general information, a review scale, evaluation items, upcoming goals and objectives, and the reviewer’s comments.
• Use Visme templates to create performance reviews in different capacities, from self-reviews to managerial assessments.

A performance review is a structured and comprehensive assessment of an employee’s job performance. During a performance review, managers or fellow employees give feedback on strengths and weaknesses. Performance reviews offer an opportunity for goal setting and discussions about career development.

Performance reviews typically occur on a regular basis, often annually or semi-annually, although the frequency can vary depending on the organization's policies. These performance evaluations can be conducted using digital documents or printed templates to fill out by hand, among other formats.

A performance review is a meeting between an employee and their manager to discuss how the employee has been performing their main job duties.

It’s such a key part of managing a team because it gives the employee insights into how their performance is perceived by upper management—and if there are any areas that need improvement.

However, that’s not the only reason that performance reviews are important and need to be a mandatory part of managing your team. There are five major benefits to conducting performance reviews at regular intervals.

1. Ensure everyone has a clear understanding of their job responsibilities.

Sometimes employees start to take on more responsibilities and their jobs become very different from what they once were. Performance reviews are a great place to redefine job responsibilities so that managers and employees alike know what to expect.

2. Provide regular feedback on job performance.

If you hold quarterly or annual reviews, your employees should have a consistent idea of their overall performance. This ensures that under-performing employees are aware that they’re lacking well before any remedial action is taken. It also ensures that high-performing employees are given accolades, perks and raises (or at least given the opportunity to negotiate raises) based on their work.

3. Create guidelines for career development.

Holding regular performance reviews helps managers understand their employees’ overall career goals. This positions them in a much better spot to help develop their teams’ careers, get them promotions and put them on projects their employees really enjoy and want to work on.

4. Get a feel for how your employees are handling their job responsibilities.

Sometimes team members bite off more than they can chew. Holding performance reviews can give you a better idea of if your employees are seemingly under-performing simply because they have too much on their plate. Take this opportunity to adjust job responsibilities if some employees are drowning under the weight of their day-to-day tasks.

5. Go over key data highlighting job performance.

Many job positions have tangible goals and objectives to hit. The employee may not always have the birds’ eye view that you as their manager have into the data surrounding these goals. A performance review is the perfect time to cover these numbers, letting employees know which areas may need improvement and which areas they’re exceeding expectations.

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When hiring a new employee, you want to start with frequent reviews. Conduct a performance review after the first 30, 60 then 90 days to make sure each new team member has a firm grasp of their role on the team and in the company, as well as their day-to-day job duties.

After that, the frequency is completely up to you. About 63% of companies conduct performance reviews annually, 18% twice a year, 8% quarterly and less than 1% monthly. Find the best frequency for you and your team and stick with it.

In addition, you may choose to hold performance reviews for all team members at the same time of year. Or you might do one-off reviews based on your employees’ start dates, choosing to conduct a performance review at each yearly milestone an employee hits.

There really is no best practice—it depends on what works best for your team and your schedule. Each performance review should take a minimum of 30 minutes to complete in order to give both yourself and your employee enough time to share and digest feedback, as well as ask any questions either of you may have.

But to make sure you’re conducting a thorough, professional, impactful and successful review, you need to include the right information on your document. Include each of the following items to ensure you’ve created a thorough performance review document .

General Information

Let’s start with the basics. At the top of your performance review document, include some basic information like:

• Employee Name
• Employee’s Department
• Employee’s Job Position
• Date of Performance Review
• Review Period
• Reviewer’s Name
• Reviewer’s Job Position

This section should be included in every performance review document, no matter what role you’re reviewing. It helps keep track of when each review was completed and whose reviews are still remaining.

Create one template and reuse it as many times as you want. Print it with empty cells to fill by hand, or do it digitally using Visme dynamic fields.

Change the terms of the list above without touching the design. Make a set of custom dynamic fields to make the template easy to edit over and over.

Take inspiration from the following template when creating this top area. (Or, simply use the template below as a jumping off point for your own review document.)

Visme makes it easy to create a simple table for inserting information like this. You can adjust background and border colors, customize your fonts and insert the information digitally or print off to do by hand.

Review Scale/Key

The next section you’ll want to include is your review scale or key. There are a couple of different ways to create this.

First, you may choose to have a three-part scale: Needs Improvement, Meets Expectations, Exceeds Expectations. These are really straightforward with little nuance.

Take a look at how this template incorporates this scale by color-coding stars based on the feedback:

Or you may choose to have a rating system of 1-5. This is a bit more nuanced and requires you to lay out exactly what each number means so that your employees get clear feedback and know what they need to improve on.

You can see this in action below:

There’s no right or wrong answer here. Do what makes the most sense for how you want to scale each evaluation item (which we’ll cover next).

One great way to make this scale stand out is to utilize icons—especially color-coded ones. Visme offers a wide range of icon options to choose from when creating your review scale. Browse through the options to see if you want to use stars, smiley faces or even icons related to your industry.

Evaluation Items

Create a list of all items you need to evaluate with your employee. These will likely change from role to role based on each person’s job responsibilities.

Here’s a sample teacher performance review and the evaluation items a principal or school administrator may need to go over with them:

You’ll want to include an area to add the employee’s scores for each section based on your review scale. You’ll then go over why you scored the employee the way you did throughout the actual review meeting.

One creative idea for your evaluation scores is to use percentages like we see in this template below:

Visme provides users with a large number of percentage dials and data widgets that make visualizing numbers like this easy. Simply pop in your percentages and watch as the dials come to life. You can even share an animated version of your performance review document online.

Upcoming Goals and Objectives

Create some tangible goals and expectations for the next period so that your employee has a clear idea of how to move forward and improve their performance for the next review period or keep up the good work.

Use the SMART goals framework to make sure these goals are tangible and make sense based on your employee’s past performance.

You can take a page out of the template above and add an extra row to your table for this section. Or you can use shapes inside Visme’s graphics tab to create a separate space for these goals and objectives to live. Use text boxes to type them out digitally or leave yourself enough space to write them out by hand.

Reviewer Comments

You’ll want to leave a section at the bottom of your review document open for reviewer comments. This is where you can be more specific with feedback and what you expect from your employees.

Again, this can be done by adding a blank shape matching your document’s colors to the bottom of the sheet. Or you can simply leave some empty space with a title stating the space is reserved for “Reviewer’s Comments” or “Remarks.”

Here’s another great example of what this could look like:

At the very bottom, you as the reviewer and your employee will need to sign, showing that the information has been covered, questions have been answered and both parties feel that the overall review has been completed.

If you’re conducting the performance review virtually, you can type out your names or upload a digital copy of each signature to signal a digital signing of the document. Visme provides file storage for your team’s workspace making it easy to upload as many files as you need.

We’ve already included a handful of customizable performance review examples and templates throughout this article, but let’s provide you with 10 more. These examples can be used by nearly any team in any industry. Just replace the initial content with your own, match each template to your brand colors and get ready to share with your team.

1. Self-Performance Review Template

Sometimes the first step in your performance review is self-reflection. This lets your employees think about how they’ve been feeling in their role and if their self review matches up with how you as their manager feel about their performance.

With this template, you can update the stock photo with your employee’s headshot before sending it to them for self-evaluation. Adjust the evaluation items based on the specific feedback you want to hear from your employees.

Leave the “Personal Comments” section blank so your employees can fill it out for themselves. You can then duplicate the document in Visme to send a virtual version to each employee to fill out, or print several copies off and distribute them around the office.

2. Annual Employee Performance Review Template

The majority of companies (63%) conduct annual employee performance reviews, giving them a large span of time to evaluate each team member. If you choose to go this route, you’ll need to make sure you’re taking notes throughout the year so you’re able to conduct a thorough and accurate review of the past year.

This template allows you to list out your employee’s strengths as well as cover any areas they may need to improve in. To balance out the review, make sure to offer constructive help on specific ways to improve or even offer some external development opportunities like courses and conferences.

3. Internship Performance Review Template

There are many times and places for a SWOT analysis and a performance review is yet another one of them. A SWOT analysis covers a person, team or brand’s strengths, weaknesses, opportunities and threats. This is a great format for performance reviews because it lets you list out each of these items. You’ll want to include information like:

• Strengths: Share what employees are great at
• Weaknesses: Discuss what areas employees could do better at (or even are highly lacking in)
• Opportunities: Present actionable opportunities for improvement, like career development training
• Threats: Cover potential threats that could hinder performance in the future

4. Temp Performance Review Template

Reviewing temp employees? This performance review template is the perfect starting point. It even includes guidelines sharing the point threshold employees must meet in order to remain with the company once their temp contract is complete.

The point scale is a unique idea here, alongside the color-coded key. Consider utilizing something like this for competitive roles in order to choose the best fit for the permanent position.

5. Team Leader Performance Review Template

Team leaders also go through performance reviews. This is especially important if a team member was given a leadership role as a trial and you want to conduct a performance review to see if they met the criteria for a permanent promotion.

This performance dashboard-style template is straightforward, including a large table with evaluation items as the central component. It includes title, description and score columns in an effort to be as descriptive as possible.

Customize this template and adjust each of the evaluation items, the colors, the name and job title, the scale and more to fit your specific needs.

6. Quarterly Performance Review Template

Not many companies actually stick to quarterly performance reviews. However, depending on the nature of your work, you may decide this frequency is the best fit for your organization.

This employee review template is really simple and uses a page-wide table to organize each section of the review. It also leaves a lot of room for customization. You can input comments throughout the page or let your employee leave their own comments.

7. Mid-Year Performance Review Template

The second most popular performance review frequency is twice a year, which you can easily start doing with this mid-year performance review template. Taking advantage of our percentage dials, this one uses numbers out of 100 to dictate how well the employee has been performing rather than the review scales we mentioned earlier.

If you don’t prefer the dark background, you can easily adjust the colors within this template to create a lighter or even a colorful background. Adjust the evaluation items to match your specific review and use the bulleted lists to add additional feedback on why you rated your employee as you did for each item.

8. Simple Performance Review Template

Our simple performance review template has a basic starred review scale, giving 2-5 stars for each evaluation item. It includes five employee skills (though this can always be customized to include more or fewer) and a column for reviewer notes.

A performance review template like this is a great starting point as you get more comfortable with reviews and better understand your needs. Start with this template when conducting your very first review, then customize it or move on to another template as you become more well-versed.

9. Manager Performance Review Template

Another great option for your review scale is to use a progress data widget. Again, you can find a number of these options within Visme’s dashboard, making it easy to insert and adjust the progress bar based on your employee’s performance.

This employee evaluation template also comes with a bulleted list under reviewer comments, which can make the section a bit more organized with actionable feedback. Adjust the colors in this template to match your brand and share online for virtual performance reviews or print off to bring to an in-person meeting.

10. Executive Director Performance Review Template

This unique performance review template takes a different approach to the design of the evaluation items. By using shapes, it builds a more creative table aspect. Easily customize the evaluation items in the first box, then use checkmark icons to grade the employee.

With this template, you can easily adjust colors, background images, company name, comments, evaluation items and more.

Didn’t find what you’re looking for? Discover even more performance review templates below:

Performance Review Templates

Simple Performance Review

Sales performance review.

Temp Performance Review

Agency performance review, customer service performance review.

Lawyer Performance Review

Create your document View more templates

During the performance review process, supervisors provide helpful feedback to employees. If you’re new to conducting performance reviews, you might not be sure what to write as feedback.

Here are 13 performance review phrases to get you started.

• “Always ready to offer assistance to colleagues that are having difficulty.”
• “Needs to improve skills to complete tasks more efficiently while collaborating.”
• “Takes too many breaks, slowing down the team’s workflow.”
• “Always works with a positive attitude and an open mind”
• “Needs help fixing mistakes”
• “Often disregards low-priority tasks”
• “Possesses highly effective communication skills in verbal and written form.”
• “Has good work relationships with team members and collaborators”
• “Always arrives on time to work”
• “Finds it challenging to deal with difficult customers.”
• “Very dependable in any situation.”
• “Doesn’t take constructive criticism well.”
• “Is an active listener.”

Do you still have performance review questions? This FAQ section will be of help.

Q. How Do You Write a Good Performance Review?

Writing good performance reviews takes some practice and the knowledge of how to conduct reviews fairly across the board.

Here are some tips to help you write better performance reviews:

• Always take on a positive attitude. Staying positive even with difficult feedback will help the employee understand where they need to improve while also knowing where they’re excelling.
• Give comprehensive well-rounded feedback. When giving feedback, cover a variety of categories like; strengths and accomplishments, weaknesses and areas that need improving, short and long term goals, and opportunities for growth.
• Be specific with important feedback. There's always some feedback that needs more attention than others. Give detailed feedback when it counts.
• Use a 360-degree approach. Don’t stick to just one type of performance review; mix self-reviews, with peer assessments and manager-led reviews to achieve a holistic result.
• Offer developmental suggestions like training or mentoring programs. Employees that receive tools to improve are more likely to be content with their work.
• Use action verbs to describe employee qualities. Start the feedback phrases with a verb to incite action, be it change or further improvement.
• Personalize reviews. Easily add the employee’s name, role and other work details using dynamic fields . The Visme editor offers a selection of default custom fields and the possibility of creating your own.

Q. What Is a Good Example of Positive Feedback?

Good positive feedback always starts with a personalized statement and an action verb. Feedback can be given in the second or third person as follows:

“You take on responsibilities with grace and do high-quality work.”

“John takes on responsibilities with grace and does high-quality work.” For feedback to be positive, it has to express a positive quality of the employee. The opposite would be negative feedback.

Q. What’s a Self Evaluation Performance Review?

A self-evaluation performance review is one where an employee reviews their own work. Typically, self-eval reviews are part of a comprehensive performance review process that includes a variety of employee reviews. Using a combination of review styles, you can achieve a 360 approach.

To create a self-evaluation performance review, add a survey or Jotform into the canvas using one of the survey integrations. Then, keep track of when an employee has opened their review using the Visme analytics feature . See where they opened it from and how much time they spent on it.

Q. What Is an Example of a Performance Review?

Here’s an example of a performance review. This is a template for reviewing the performance of a customer service representative. It has several areas of discussion including both positive and constructive feedback.

Q. How Do You Write an Overall Performance Summary?

To write an overall performance summary, you must first conduct a performance review process. This process includes a number of performance assessments that evaluate an employee’s work across all their responsibilities.

The summary is the culmination of all assessments and includes an overview of all reviews and a condensed explanation of the results. The performance review templates in this guide can also be used as performance summaries as long as all the assessments are done beforehand. You can also use a dashboard design with data visualizations and widgets to give an overview of an employee’s 360 reviews.

If you need help summarizing lots of content from a number of reviews, ask the Visme AI writer for help. Prompt the AI text generator to summarize all your review content into a concise and cohesive outline or list. Then format it into the summary document and you’re done.

Create Your Own Performance Review Document Today

Start conducting consistent and professional performance reviews with your team. Start with a performance review template or start yours from scratch with our professional document creator .

Having a standardized performance review template that you reuse for each meeting keeps the process organized and professional. Let Visme help—get started today.

Design performance reviews in minutes using Visme

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About the Author

Chloe West is the content marketing manager at Visme. Her experience in digital marketing includes everything from social media, blogging, email marketing to graphic design, strategy creation and implementation, and more. During her spare time, she enjoys exploring her home city of Charleston with her son.

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Blog Human Resources 21 Engaging Performance Review Examples [+ Tips From an HR Manager]

21 Engaging Performance Review Examples [+ Tips From an HR Manager]

Written by: Victoria Clarke Oct 12, 2023

Performance review season can be a daunting period for both management and employees.

One-sided conversations, mixed messages and wordy documents leave both parties feeling like they have the same, stressful conversation each time.

But if you take the right approach, quarterly or annual performance reviews are an awesome opportunity to reinforce solid habits, redirect poor traits and drive professional growth for your employees. My trick? Venngage’s free Online Performance Review Generator .

In this post, I’ll give you tips from my own experience as an HR manager to make the performance review process a lot more painless, plus human resource templates you can customize now.

Performance review examples and advice:

What is a performance review, how to write a performance review, performance review examples and templates, performance review examples for managers, performance review examples for employees, self performance review examples.

• Quarterly performance review examples
• Annual performance review examples

Simple performance review examples

• Useful performance review phrases
• What’s the purpose of a performance review?

A performance review is a regulated assessment in which managers evaluate an employee’s work performance to identify their strengths and weaknesses, offer feedback and assist with goal setting.

The frequency and depth of the review process may vary by company, based on company size and goals of the evaluations. It could be annually:

Or quarterly, to name a few:

Watch this quick, 14-minute video for performance review tips, templates and best practices:

This quarterly performance review example has sections for both achievements and areas of improvement. It also has a section for core values, as this must be a key performance indicator at this company. Different companies will have different measuring sticks for success.

Q: Can I customize the performance review templates in this post?

A: Yes, you can! All the templates are easy to edit. Some templates are free, some are paid.

Click any template and you’ll be asked to sign up for free. You’ll enter our online editor. Edit the text, apply your brand colors, add pages, upload your logo and more. Share a link for free.

Upgrade to our Plan for Professionals to download in PDF or PowerPoint format and access premium features and templates, such as real-time team collaboration and one-click branding.

Having an employee-friendly performance review process can not only make or break the development of your employees but also disrupt the relationship between managers and their reports.  

Beyond creating a robust performance review strategy and performance review form, managers must also consider their delivery of the appraisals. Communicating a performance review effectively is the final touch to executing a constructive, celebratory and effective review process.

When creating an effective assessment, it’s important to include the following:

• Calculate an overall rating for the employee; although a manager will be highlighting both the strengths and weaknesses of an employee’s behavior , it will aid the employee’s morale to communicate how the employee averaged on this rating scale.
• Ensure the employees are engaged in their own reviews; thus, be sure to include the employees’ goals and developments toward reaching such goals in the assessments .
• Celebrate employees improvements; highlighting an employees’ developments are a powerful way to impact employee engagement and boost overall team performance .
• Company culture and values; dedicate a section of the assessment to evaluate how employees align with the company’s core values thus contributing to a positive company culture .

Based on my involvement in building out our own effective performance review process at Venngage, I suggest taking the following steps into consideration when constructing a performance review:

1. Set expectations early

Early in an employee’s career with a company, managers should communicate the details of their review process including the expectations. It should be included in your employee handbook , for example.

In this way, managers set and communicate clear expectations of the key job functions and competencies of the role when an employee joins the company. The information presented in performance reviews should align with this define as well as use familiar language and terms. This strategy will work to eliminate any potential confusion or surprises for both parties.  

2. Don’t make it personal

Feedback is about actions and behavior, not the person.

When writing a performance review, it helps to take a look at the issue(s) you’ve included and ensure that they apply to actions and behavior of the employee rather than the personal attributes of said employee.

This will also help to regulate the information mentioned in the review, to guarantee it is relevant and appropriate information.

3. Beware of biases and limitations

While there may be a general ‘right’ way of doing things, there are often multiple — and equally good — ways to reach the same end goal.  

Please ensure your review is not biased or limited in favor of your personal work style and beliefs. Try to consider the various aspects of the employees role and experience that may impact their decision to pursue alternative methods or working habits. Be empathetic towards these factors when writing your review.

4. Be specific

The information presented in the review should be task-focused, clear and to the point.

General comments will leave an employee feeling confused and in the dark as to what aspect of their work needs to be corrected or how they can pursue improvements.  

Failing to be direct in your messaging will impact the way your message is received and create further confusion about what the expectations are. Managers should be specific on what behaviors of their employees they are celebrating and what actions require improvements.

4. Offer guidance

Managers play a critical role in understanding the career goals of their employees and crafting development opportunities to help their reports achieve their goals.  

It is important as a manager to offer your advice and expertise to your employees to help further their development.

If, as a result of the feedback given, the employee (or yourself) may feel as though they need additional training, consider the benefit of workshops, mentoring or coaching.  

Be sure to use performance reviews as a way to guide employees whether it is toward further greatness or for areas requiring some improvement.  

5. Follow up

Follow up in writing and check in continuously to ensure improvement.

Both managers and employees should receive a copy of the review to refer back to moving forward.

Whether reviews are scheduled annually or quarterly, they should be a continuous topic of discussion for both managers and employees. When writing a review, ensure that the review is clear and specific. Being mindful of this will help to ensure the employee can easily refer back to the form on their own after the meeting.

Related: How to Write a Performance Review That Inspires Growth (With Examples & Templates

To conduct an effective performance review, it’s important to deliver a positive and solution-focused message. This will be less discouraging to the employee.

This performance review example  shows how you can offer constructive feedback, while also praising the employee’s efforts. The majority of the sections focus on the employees’ achievements and strengths.

Suggested areas of improvement are positioned in the middle, letting managers cushion criticism with praise.

This appraisal example shows how managers can give constructive feedback to their employees by giving them clear direction on what things to keep doing and what actions to take in future.

While Felicia did not meet her goal, her manager acknowledges that the goal was set deliberately high and that 74 percent of the goal still has significant impact.

This employee review form also points to specific positive behavior, such as self-education, teamwork and a strong work ethic.

There are also specific recommendations for improvement, such as putting together a plan to get more press mentions and scaling her experiments.

Another way to do a performance review, or kick off the process, is to use a quadrant. Both the employee and manager can plot where they think the former falls on certain key values and build out discussion points from there.

You can change “get it done/get it right” in the employee review template below to “uphold core values/contribute to company culture” for example.

Performance reviews are a crucial part of effective management, offering an opportunity to provide constructive feedback and set the stage for future growth.

To conduct a successful performance review as a manager, preparation is essential. Collect and review performance data well in advance, considering both quantitative metrics and qualitative observations.

Make sure to prioritize clear and open communication. Create a comfortable and respectful environment for the discussion, allowing the employee to share their perspective and concerns.

Offering specific examples of both strengths and areas for improvement is critical, as vague feedback can lead to misunderstandings.

Additionally, focus on setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals for the future, collaboratively establishing an action plan that aligns with the company’s objectives and the employee’s career aspirations.

Finally, follow up on the action plan throughout the year, providing ongoing support and feedback to ensure continuous improvement. Consistent and well-structured performance reviews contribute to employee development, job satisfaction, and overall team success.

Performance reviews for new employees are critical in setting the tone for their growth and integration into the organization.

For new employees especially, they may be nervous or unsure of what to expect for their first performance review. That’s why, it’s important for managers to create a welcoming and comfortable environment.

Start by acknowledging their achievements and progress since joining the company. Recognizing their early contributions can boost their confidence and motivation.

Additionally, focus on clear communication. Outline expectations and performance standards specific to their role. New employees should leave the review with a clear understanding of their job responsibilities and how their work aligns with the company’s goals.

It’s also crucial to discuss their career development. New employees often seek opportunities for advancement and growth. Use the review to explore their long-term goals within the company, and explain how their role fits into the larger career path.

Finally, emphasize ongoing support and mentorship. New employees benefit from regular check-ins and guidance to help them acclimate and succeed in their roles.

In a self-performance review, employees assess themselves using the same rubric as their managers would and submit them to HR and/or their manager prior to their official review meeting.

The benefits of doing self-assessments have made them a common part of the employee review throughout many companies.

Self-assessments are an encouraging opportunity for employees to share their thoughts about their job, goals, desired responsibilities and aspects of either their role or environment that they may be struggling with.

Set employees up for success in the self-assessment process by giving them a robust employee evaluation form with thoughtful questions, and HR tools to automate this process and make it more convenient.

Annual self-evaluation employee review template

This first example is perfect for a thorough annual review. The targeted questions prompt the employee to reflect on their achievements and shortcomings, while also rating themselves on specific skill sets required for their job.

The above employee self-assessment example allows for multiple sign-offs, plus a section to list colleagues who can back up the employee’s statements.

Yearly performance self-evaluation templates

A yearly performance self-evaluation isn’t just a great chance for employees to assess their past performance.

It’s also a way for employees to plan for their professional future as they can see where their strengths lie and what skills they need to build to move up in the company. An annual self-evaluation can also build an employee’s case for their compensation review.

This employee self-evaluation form is broken into sections that cover all these factors: about your job, achievements, goals and professional development .

This yearly performance self-evaluation template has space to expand on goals met and alignment with core values, as well as skills they’d like to build in the future:

Self-assessment employee review forms

Many performance reviews are incredibly detailed. Sometimes, a higher-level overview is all that’s needed.

Quadrant evaluations, like the template below, are a great way for employees to do an assessment and for managers to quickly add their own evaluation, without getting into the weeds.

Employees can add what’s being evaluated in the easy-to-edit template below (instead of get it done/do it right). The employee adds an icon where they think they fall in the quadrant, and the manager does the same, with room on the last page to further break down the evaluation.

Sounds tough? Our real-time collaboration feature (part of the Business Plan ) lets both manager and employee work on the same doc online, leave comments, share private links and more.

The self employee review form below lets the employee write out their job description. That way, they can reference their deliverables in the Goals Achieved and Areas of Excellence sections and directly demonstrate their impact on the organization:

This self-performance review example gives employees the chance to reflect on their achievements on a quarterly basis.

This way, employees can demonstrate meeting quarterly goals. It can also give them a chance to reflect on their strengths and weaknesses and have a chance to act on them before their big annual review:

Self-assessments also help enlighten managers of how employees understand their place within the company’s organization and culture.  

The information disclosed in self-assessments should serve as a major element of official performance reviews in order to ensure that both a two-way conversation occurs and that the needs of both parties are being met moving forward. Looking for a better way to enhance employee engagement, to avoid quite boring meetings? Try out the top 14 inspiring games for virtual meetings , to learn how to add a live poll, word cloud, spinner wheel or even live Q&A sessions to elevate your presentation!

To make for the most effective self-assessments, employees should be sure to consider how their managers’ perceptions of their performance varies from their own.  

With this in mind, the information shared in a self-assessment can guide or pivot a manager’s perception and assessment of an employee’s performance .

Quarterly employee performance review templates

Quarterly reviews are important because they provide multiple opportunities for employees to receive helpful feedback on how to improve as the year progresses.

This quarterly performance review example reflects on specific areas of improvement, such as scaling her experiments and developing content partnerships.

Quarterly reviews from Q1 to Q3 serve as a means of providing specific, deliberate feedback to employees so they know exactly how to improve on their goals and skills.  

This enables the final, annual evaluation conducted at the end of Q4 to serve as a final assessment that will have the most weight in determining how the employee will excel into the next year, discretionary bonuses, salary increases, etc.

Quarterly reviews offer a documented and tracked record of an employee’s progress throughout the year.

This means that each quarter should be assessed using the same rubric throughout the entire year. This will aid in ensuring an accurate representation of an employee’s development is recorded.

That means, if you use the below employee review template in Q1, you should also use it again in Q2 and Q3:

Quarterly employee review template

This quarterly review template is a more condensed version of the example above.

If you’d like to keep your quarterly reviews short and to the point, this template will suffice. Employers can then use the expanded version above for their annual review.

If you want a template that’s filled with useful information on the types of performance review phrases you can use for a quarterly review, you can edit the one below:

Employee self-evaluation sample answers

It’s also important for employees to comment and reflect on their reviews.

They can both point out specific milestones that were missed:

• I generated five new leads and, as a result, I exceeded my sales quota by 20%
• I wrote a blog post based on original research that doubled our organic traffic in June

And also to acknowledge areas of improvement:

• I recognize that I need to form new content partnerships. I plan to do so in Q3 by putting together a list of 10 potential targets based on past linkbuilding partners and sending a customized pitch email.

Annual performance review templates

At large organizations, there may not be enough resources in order to devote the time needed to conduct quarterly performance reviews for every employee.  

This is also true in the case of a supervisor who has a large number of direct reports working for them whereby time management is their main issue.  

In these situations, an annual performance review would work best, especially if the employees being evaluated are experienced in their line of work and have been with their company for a long time.

Annual employee performance review templates

In this employee review template, staff are evaluated on only four factors: ability, goals, areas of improvement, and core values:

Annual evaluations are typically geared towards determining employee raises and discretionary bonuses.

Regular one-on-one meetings between direct reports and managers throughout the course of the year would be a great way to supplement this process.

This annual employee review template can simply include scores (out of 100 etc.) in each box. Or put notes in each section to explain the overall performance score.

This being said, annual appraisals would need to take a more general approach to evaluating employees than just providing a summary of their performance over the year.

The following employee review template takes a graphic approach and neatly summarizes overall performance using a score out of 100 for factors such as adaptability and project quality:

Employee evaluation examples

Aside from the categories in the template above, there are a number of other factors that employers can use to evaluate performance.

Common performance review skills:

• Interpersonal skills
• Quality of work
• Communication
• Problem solving
• Adaptability
• Punctuality and attendance
• Self-education and learning
• Accountability

Even if you want to do a basic performance review, you should always include:

• Elements of the employee’s strengths.
• Areas for which the employee can develop.
• How the employee contributes/could contribute to the company’s core values and culture through performance and actions.

This performance review mind map shows the basics for setting up a simple yet effective performance review–from setting specific goals to soliciting employee feedback.

A simple performance review should still reflect the goals of your business’s performance review management system —and this will vary by company.

It’s important to understand the purpose of your assessment before determining what information will be required to assess in order to meet the goal.

For example, some smaller companies may use performance reviews throughout the year to track employees’ development and growth.

While other, larger companies may use performance reviews to summarize employee performance, help to calculate the priorities of the new year, adjust compensation or establish bonus amounts.

An HR checklist can come in handy to streamline the process.

Simple employee review template

Each of these simple employee review templates are easy to edit in our online editor. Customize the text to match your own criteria, add your brand colors, upload your logo, add or delete pages and then share a private link or download in PDF or PowerPoint formats ( Business Plan only ).

This template uses quadrants to see how employee and manager evaluations match. Or only use it for self-assessments or manager assessments.

Simple performance review template

This more traditional performance review template focuses only on big categories, like meeting goals, areas of excellence and areas of improvement.

Simple employee review form

The below form is an even more condensed version of the above. Use it for a quarterly review to keep things focused or even for an annual review to help you and your report stick to the most important points. Change the text to include your own categories of evaluation.

Useful performance review phrases

Grappling with what to say at your next performance review? Choosing the right words is important to make the review as constructive as possible, not to mention motivating for your employee. Here’s a list of effective performance review phrases for managers and employees.

Performance appraisal comments for managers:

• She replies to calls, emails and instant messages in a timely manner (within 24 hours etc.)
• He has a talent for thinking outside the box.
• She tends to be risk-averse and prefers traditional approaches to creative ones.
• She maintains a culture of transparency in her team and encourages knowledge-sharing across all teams in the department.
• He consistently gives reports the training and resources needed to meet their goals.
• He is biased and openly favors some employees over others on his team.
• She is skillful in communicating difficult decisions and messages to her team.
• She creates chaos and miscommunication in her team by consistently communicating different messages to different reports.
• You embody a “win together lose together” philosophy.
• Your ability to reflect, plan and act is the key to your excellent performance.
• He uses his seniority to try to dominate and/or intimidate reports.
• He excels when working alone but has trouble working collaboratively with a team.
• He consistently meets his deadlines and prioritizes top goal work.
• She consistently focuses on lower-value work instead of high-lever activities.

Performance review phrases for employees:

• Can you tell me more about what you mean?
• I want to be sure I understand (your expectations).
• Let me give you a little more context here.
• What would it look like if I was performing at a top level?
• What would I need to do to score higher on this?
• Let’s discuss my goals and priorities for the the next quarter/year.
• Is there a way to get more frequent feedback about my performance between evaluations?
• How will I know if I’m on track between evaluations?

If you want to see a list of common skills you can comment on for your employees, check out this section .

What’s the purpose of a performance review?

At Venngage, our people are at the core of everything we do as a business—whether it’s developing new features on our tool, growing our international reach or meeting customer needs.

With a people-focus within our company, we are passionate about continuous learning and improvement, self-reflection, creating great customer experiences , owning our jobs, teamwork and making our office feel like a second home

It should come as no surprise that our leadership team spends a considerable amount of time at the end of each quarter conducting performance reviews with each of their direct reports.

Here are some things we’ve learned about how to conduct effective performance reviews:

• Make it clear at the beginning of a new hire’s employment how and when employees will be evaluated. This should be part of your onboarding process  and is especially important if you’re managing a remote team .
• Allow employees to prepare for their review by completing a self-assessment prior to their appraisal, then allow the employee to walk their manager through the reasoning behind their self-assessment.
• Deliver a positive and solution-focused message (whenever possible), this will result in a less discouraging message.

To make the most of the actual review conversation with your employee, it’s important to avoid:

• General, vague feedback; be specific on which behaviors you want your employee to continue, stop and explore.
• Making it personal; feedback is about actions and behavior , not the person.
• Loaded language; focus on asking what and how , not why . Enquiring why someone acted the way they did is akin to searching for a ‘motive’ and may come across as accusatory.

Create a performance review strategy before writing an employee’s review

Having an employee-friendly performance review process can not only make or break the development of your employees and but also disrupt the relationship between managers and their reports.

That’s why it’s crucial to create a robust performance review strategy and employee evaluation form before implementation to ensure the process is both constructive, celebratory and effective. This will even help you in the future if you choose to write a letter of recommendation for the employee as you’ll have all his performance reviews to reference.

By considering the six steps above when writing a performance review, you’ll have completed the final step in executing an employee-friendly review process.

The satisfaction gained from an increase in employee engagement and people power will make the effort expended on administering performance reviews entirely worthwhile, and ensure you have more effective reviews moving forward.

Take notes of the effective performance review phrases you can use during any of review sessions, as well as creating a visually appealing assessment using Venngage performance review templates. It’s free to get started.

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6 tips to make the most of your performance review

Your performance reviews should feel like an opportunity, not an obligation. Here’s how to make the most of the process.

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A team-wide trip to the dentist or the DMV would probably be met with more enthusiasm than the email that reminds you it’s time for your performance review at work. 

The performance review process can trigger a lot of anxiety and dread for both employees and managers — not to mention it’s yet another task to add to your seemingly never-ending to-do list. 

But when these conversations are approached with care and intention, performance reviews aren’t just an obligation — they’re an opportunity to forge deeper relationships, reflect on contributions, and set yourself (and your entire team) up for even more success moving forward. 

If that feels like a faraway finish line, we’re sharing some performance review best practices to help you transform this process from harrowing to helpful. 

6 tips for writing a self-review (with examples)

A thorough performance review process will likely  include at least two types of evaluations:

• Self-review: You complete a questionnaire to reflect on and rate your own performance
• Manager review: Your direct manager completes a questionnaire to rate your performance

Some organizations also collect feedback from other people you work closely with (called 360-degree feedback ) to bring in different perspectives and round out the process.

The whole thing can be daunting, but the self review in particular feels like a tightrope walk. Should you sing your own praises, or lean into humility? It’s a difficult balance. Plus, most people struggle to make honest and accurate judgments of their own skills in the first place. 

Here are some tips for writing a performance review for yourself, examples to guide you, and some other helpful reminders as you navigate the process.

1. Gather evidence that charts your path forward

How to advocate for yourself at work

Don’t assume your manager remembers every single one of your wins and contributions. They probably don’t, especially when remote or hybrid work might mean they have less visibility into what you’re doing day-to-day. Plus, research shows that humans tend to overestimate how much other people notice and retain our achievements. 

That’s exactly why you’re completing a self-assessment — so you can shine the spotlight on all of the top-notch work you’ve done. But, chances are, even you don’t remember everything that’s worth calling attention to. 

Start preparing early by digging up evidence and examples of what you’ve done since your last review. Take a peek back at your goals and OKRs , dig through old emails and to-do lists, comb through your completed tasks in your project management software, and look back on your previous reviews. You may even want to solicit some feedback from people you work closely with.

Doing so provides a helpful refresher on everything that’s happened over the past few months, which is solid supporting evidence to have when it’s time to actually complete your self review.

2. Provide plenty of examples

Your self-assessment is way more impactful when you don’t just answer the questions but also provide tangible examples to back those answers up. Try to include an example wherever you can. 

The groundwork you laid in the first step will be helpful with this, as you’re already armed with a long list of accomplishments that you can use as supporting evidence. Going the extra mile to connect your answers to the “real world” like this helps you and your manager understand what you did — as well as how you did it and why it mattered.

Performance review example

Question: What achievement are you most proud of from the past six months?  Answer: Spearheading our weekly “Ask the Expert” webinar series that launched in April. This project required me to flex my project management skills, focus on relationship-building, and work cross-functionally with the marketing, sales, and development teams. Four months into the series, we’ve grown our live webinar attendance by 55%, increased our email audience by 23%, and have come a long way in establishing ourselves as a thought leader in the industry — a company goal I was thrilled to be able to contribute to. 

3. Be honest about the good and the bad

One of the tough parts about performance reviews is that it feels like you’re petitioning to keep your own job. It’s tempting to think you should gloss over any of your challenges or missteps for fear of undermining your own credibility and value.

In reality, though, your self review isn’t just about applauding your own performance — it’s also about getting the support and resources you need to do your best work. And you can’t do that if you’re not honest about what you’re struggling with. 

There will inevitably be questions on your self review focused on your weaknesses or roadblocks, such as:

• What goals from your last review (if any) did you not accomplish? 
• What skill would you like to develop over the next review period? 
• Do you think your work from the past [time period] reflects your strongest efforts? 

Answering these types of questions can be really tough. You want to be honest about any of your challenges or shortcomings, resisting the urge to sugarcoat them. However, after you plainly answer the question (this is another good spot to include an example, if you have one), dedicate the second portion of your answer to explaining:

• What you’re already doing to address that improvement area
• How your manager or your company can best support you on that journey

This loops your supervisor in on areas where you could be struggling and need some extra support, while also demonstrating highly desirable soft skills like honesty, accountability, self-awareness , and a growth mindset . 

Question: What’s one skill you would like to develop over the next six months?  Answer: Public speaking. Being asked to deliver our department presentation at the latest company all-hands meeting made me realize that public speaking — especially in front of large crowds — makes me nervous. I’ve already connected with a few colleagues who are top-notch public speakers to get their tips and advice, but I’d appreciate more chances to practice this skill in team meetings or other smaller, lower-pressure sessions.  

4. Focus on your future goals

Your performance review is just as much about where you want to go as it is about where you’ve already been. And with most employers recognizing that professional development is crucial for retaining employees , think of your self review as a chance to make a case for your career goals and the kind of work you’d like to do more of moving forward.

Clearly outline what you’d like to achieve and return to your list of achievements to provide some evidence for why you’re ready to expand in those directions. And again, come prepared with some suggestions for how your company can best support you. 

Question: Do you have any skills that you think aren’t being utilized in your current position Answer: I’d like to play a bigger role in guiding strategy on customer-facing software updates. Through daily support interactions with our customers, I have in-depth knowledge of their expectations and preferences. I’d welcome the opportunity to start working cross-functionally with the product team by sitting in on their weekly meetings.

5. Frame your suggestions positively

A non-threatening guide to giving your manager feedback

While the bulk of your performance review is dedicated to, well, your performance , most managers also take this conversation as a chance to solicit feedback from employees .

But that can feel more nerve-racking than anything for some people. Won’t providing constructive criticism put your boss in a bad mood? Is it in your best interest to paste on a smile and pretend that everything is perfect?

Rremember that this is a key opportunity to make a case for changes that you’d like to see happen. Don’t let it pass you by.  

In a piece for Harvard Business Review , Dr. Bret Sanner and Karoline Evans offer two strategies for providing suggestions in a way that’s positive (and doesn’t put your manager on the defensive):

• Do: “[Idea] will help our team get work done even more efficiently.”
• Don’t: “[Idea] means we won’t struggle with such slow progress and bottlenecks.”
• Do: “Our team is already excelling at [goal] and [idea] will help us do even better.”
• Don’t: “[Idea] will help us fix [problem].”

Question: What can your manager do to support you in reaching your goals?  Answer: It’d be helpful to be given a task, project, or goal without prescriptive directions for getting it done. For example, explain the problem that needs to be solved without offering any solutions or ideas right away. That gives me the chance to be creative, take ownership, and determine the best way forward, while also freeing up leadership time and resources for other priorities. 

6. Dedicate adequate time to the process

We get it — your performance review often feels like an inconvenience and a disruption to your normal work. You just want to get through it, turn it in, and get back to the other stuff that needs your attention.

But that hurried approach usually means you’ll do a sloppy and incomplete job. So here’s one of the most important performance review best practices to keep in mind: reserve enough time to get it done.

When you get the reminder that the review process is coming up, start collecting your evidence even before you have your self-assessment paperwork. When it comes to actually filling in your self-review, set aside at least a couple of hours to thoughtfully answer the questions and thoroughly review them before submitting. To make the most of your review, it’s far better to be comprehensive than quick.

For managers: 5 employee performance review best practices 

If you’re a manager yourself, you not only have the responsibility of filling out your own self-review — you have to complete a review for each of your direct reports too. 

Performance reviews comprise more than just a pile of paperwork (though there’s a lot of that too). They can set the tone for your employee/manager relationship for the next year. To make sure you’re using this time productively and constructively, use the following tactics. 

1. Provide information and resources ahead of time

When you complete an employee’s written review, submit it to them ahead of time. That gives them the space they need to process your comments, come up with questions, and approach their review like a conversation rather than an inspection. 

2. Focus on output, not hours

The working world (and, as a result, productivity metrics ) have changed as flexibility continues to be a priority. Recognize people for what they contribute, not their hours on the clock. After all, if an employee managed to deliver strong outcomes while working fewer hours, that’s a win for you. 

3. Emphasize qualitative achievements

Targets are great, but don’t forget to also pay attention to soft skills and less tangible qualities. Does a team member maintain strong and positive relationships with their peers? Are they the first one to volunteer to help out with a challenge? Those contributions deserve praise too. 

4. Clarify future goals

How to write SMART goals

Employees should leave their reviews understanding what they’ve done as well as what they need to do next. Yet, only 14% of employees say their performance reviews actually inspire them to improve. Collaborate with employees to establish objectives for the next few months (use the SMART goal framework for added clarity), document them, and then store them somewhere accessible, like Confluence . 

5. Address the tough topics

Ideally, you frequently have candid conversations with your team, whether it’s a quarterly check-in or a weekly one-on-one. Even so, their performance review is often a fitting time to address loftier concerns like burnout , workloads, team conflicts , or even questions about the company’s future. Give employees an open opportunity to voice their worries so they can move forward with some reassurance — or, at the very least, some clarity. 

Performance reviews: Look back and move forward

Let’s be honest — you’ll probably never be overcome with excitement when you receive the nudge that your performance review is coming up. No matter how many times you’ve been through it, the process will carry a certain intimidation factor.

Fortunately, whether you need to do a self review, employee review, or both, a little bit of preparation can help you navigate this time with a little more composure and confidence.

Advice, stories, and expertise about work life today.

Presentation Skills: 40 Useful Performance Feedback Phrases

Presentation Skills: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Presentation Skills: Exceeds Expectations Phrases

• Always prepares well before making any form of presentation whether formal or non-formal.
• Gives a clear and well-structured delivery when making a presentation.
• Exhibits excellent skill when it comes to expressing ideas and opinions with clarity.
• Knows the audience well enough to use proper language and terms.
• Engages well with audiences before, during and after delivering a presentation.
• Gives the audiences ample and appropriate time to ask questions.
• Creates a very lively and positive outlook when delivering a presentation.
• Adjusts very well to the new surrounding and exudes a great aura of confidence.
• Knows how to get and maintain the attention of the audience.
• Responds well to questions and issues raised by the audience.

Presentation Skills: Meets Expectations Phrases

• Organizes a good, balanced and dynamic presentation with high impact results.
• Demonstrates good ability to use visual aids most appropriately during presentations.
• Speaks in a good speech rate not so fast and at the same time not too slow.
• Explains each point to the fullest and only tries to emphasize the key points.
• Demonstrates a good logical order when presenting ideas not to confuse the audience.
• Uses non-verbal forms of communication such as facial expressions in a good way.
• Does proper research on the topic to be presented to gather all updated facts and figures.
• Delivers short and powerful presentations that create interest and excitement.
• Knows how to use true stories in between the presentation to pass across a point or to grab the audience's attention.
• Makes good eye contact with the audience from the start of the presentation to the end.

Presentation Skills: Needs Improvement Phrases

• Does not make good and consistent eye contact with the audience.
• Has minimal movement on stage and does not walk around the presentation room.
• Does not talk in a very engaging and positive way something that creates a dull presentation.
• Does not exude confidence and poise when delivering a presentation.
• Uses old facts and figures when presenting as a result of not doing enough research.
• Gives long presentations and does little to get the attention of the audience.
• Does not use the visual aids to help deliver a powerful conversation.
• Does not know the audience well and uses hard words that they do not understand.
• Does not give audiences ample time to raise questions and to seek clarification if need be.
• Presents ideas in a non-logical manner that creates confusion to the audience.

Presentation Skills: Self Evaluation Questions

• Have you ever gone for presentation without preparing well? How did the presentation go?
• How frequently do you engage your audience during any presentation?
• What was the highest score or reviews you received for any presentation that you have made so far?
• Give an instance your presentation backfired and what was your backup plan?
• How do you normally conclude your presentations and how can you rate it?
• How well do you deal with questions and issues raised by the audience?
• When it comes to nervousness, how do you manage or deal with it before hand?
• How can you rate your experience level when it comes to giving presentations?
• What do you like or dislike most about giving presentations?
• What presentation method do you like and why do you like it?

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What are performance review slides.

Performance review slides are a visual presentation used during professional performance assessments or evaluations. They are made up of a sequence of slides that showcase an employee’s performance, accomplishments, areas for growth, and goals. These performance review PPT templates are frequently created by a supervisor, manager, or human resources professional to support an organised conversation regarding an employee’s performance.

How Do You Conduct A Employee Performance Review In PowerPoint?

To conduct a employee performance appraisal in a performance review powerpoint template, you can follow these steps:

• Create a new PowerPoint presentation.
• Add  slides for an introduction , an overview of the employee’s job responsibilities, and sections for each key performance area to be reviewed.
• Include charts, graphs, and tables to visually display the employee’s performance data.
• Use bullet points and concise language to summarize the employee’s accomplishments and areas for improvement.
• Include specific examples and any feedback from colleagues or customers to support your assessments.
• Include any action plans or goals for the employee to work on in the future.
• Add a  conclusion slide  summarizing the overall performance review.
• Review and edit the presentation to ensure it is clear and professional.
• Finally, schedule a meeting with the employee to discuss the performance review and present the PowerPoint.

What Are The Uses Of Performance Review PowerPoint Templates?

Performance evaluation PPT templates assist organizations and managers in efficiently assessing and communicating employee performance. Here are some common uses:

• Conducting Performance Reviews:  The most typical application of performance review PowerPoint templates is to offer a structure for carrying out staff performance evaluations. Sections for reviewing employee objectives, successes, strengths, weaknesses, and growth plans are frequently included in these performance review PPT templates.
• Setting Performance Goals:  Performance review PowerPoint templates can also help managers set employee performance goals. These templates can guide setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals and tracking progress towards achieving them.
• Providing Employee Feedback:  The performance review PPT templates can be used to provide feedback to employees on their performance.
• Communicating Performance Results:  Performance review PowerPoint templates can convey performance outcomes to employees, stakeholders, and management.
• Identifying Development Needs:  The performance review PPT templates may be used to identify and plan for staff development requirements.

Where Can I Download Performance Review PowerPoint Slide Templates?

SlideUpLift offers excellent PowerPoint templates for performance review slides that will save you time while building one. Simply download the performance review slide template in PowerPoint or Google Slides and make the necessary modifications. While on the job, when presenting to clients, the performance review PowerPoint slide can help you engage the audience and set the stage for a successful presentation. However, it is critical to personalize and adapt it to your audience and circumstance.

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Watch CBS News

Trump and Biden's first presidential debate of 2024, fact checked

By Arden Farhi , Hunter Woodall , Jui Sarwate , Julia Ingram , Layla Ferris , Laura Doan , James LaPorta , Daniel Klaidman , Alexander Tin , Pete Villasmil, Sierra Sanders

Updated on: June 28, 2024 / 9:46 AM EDT / CBS News

Here's the fact check of some of the statements made by President Biden and former President Donald Trump during the first 2024 presidential debate , which took place in Atlanta on Thursday, June 27. The two tangled on topics including immigration, the economy, abortion and their respective records. Mr. Biden seemed to ramble during many of his responses.

CBS News  covered the debate live as it happened . 

Trump claims "we had the greatest economy in the history of our country": False

Trump : "We had the greatest economy in the history of our country. And we have never done so well. Every- everybody was amazed by it. Other countries were copying us." 

Details : Trump's claim is false that during his presidency the U.S. had the greatest economy in the history of the country by many of the common metrics used to judge economic performance. The claim struggles when looking at GDP. If the 2020 pandemic  is excluded, growth after inflation under Trump averaged 2.49%, according to figures from the  World Bank . This is far from the GDP growth under Democratic President Bill Clinton of 3.88%, according to  World Bank data . Including the time period after COVID spread, that average drops to 1.18%. 

Trump's claim also falls short when compared to historical figures. Growth between 1962 to 1966 ranged from 4.4% to 6.6%. In 1950 and 1951, GDP ranged between 8.7% and 8%.

Under Mr. Biden, annual GDP growth is averaging 3.4%, according to the  Associated Press .

*An earlier version of this fact check misstated World Bank figures for growth after inflation under Trump at 2.65%, rather than 2.49%, and 1.45%, instead of 1.18%, and also rounded the growth number for Clinton. This has been updated.

Unemployment

Trump's claim is also false even when evaluating the unemployment rate.    In February 2020, a month before the COVID pandemic affected the economy, the unemployment rate stood at 3.5% — which was the lowest since December 1969 — but not the lowest ever. When Trump's term ended, the unemployment rate was 6.3%.

In 1953, the unemployment rate fell as low as 2.5%. Under Mr. Biden, the unemployment rate is 4%, according to the  most recent data  from May 2024. 

In January 2023 and again in April 2023, the unemployment rate was 3.4%, lower than the best month during Trump's term.

Stock market performance

On Jan. 19, 2021, the  S&P 500-stock average  closed at 67.8% above where it had been the day before Trump was inaugurated in 2017. 

According to  Investopedia ,  at the end of President Barack Obama's first term in office, the S&P closed 84.5% higher. Additionally the S&P gained 79% during President Bill Clinton's first term, and 70% during President Dwight Eisenhower's first term. So far, under President Biden, the  S&P 500 has increased almost 40% , according to calculations on June 13. 

By Laura Doan and Hunter Woodall 

Biden claims he's the only president this century that doesn't have troops dying anywhere in the world: False

Biden: "I'm the only president this century that doesn't have any — this decade — that doesn't have any troops dying anywhere in the world." 

Details : At least 16 U.S. service members have died while serving overseas during Mr. Biden's presidency. Thirteen U.S. service members  died  in an attack at the Kabul airport in Afghanistan in August 2021. Three soldiers were  killed  in an attack in Jordan in January of this year.

By Layla Ferris

Trump claims he did not refer to U.S. soldiers who were killed as "suckers and losers": False

Trump: "First of all, that was a made-up quote. 'Suckers and losers,' they made it up."

Details : Current and former U.S. military service members have detailed to CBS News multiple instances when Trump made disparaging remarks about members of the U.S. military who were captured or killed, including referring to the American war dead at the Aisle-Marne American Cemetery in France in 2018 as "losers" and "suckers."  

A senior Defense Department official and a former U.S. Marine Corps officer with direct knowledge of what was said detailed how Trump said he did not want to visit the cemetery because it was "filled with losers." These accounts were backed independently by two other officials — a former senior U.S. Army officer and a separate, former senior U.S. Marine Corps officer.   

In another conversation on the trip, Trump referred to the 1,800 Marines who died in the World War I battle of Belleau Wood as "suckers" for getting killed.  The Atlantic was first to report Trump's comments in 2020. His former chief of staff John Kelly later confirmed to CNN the essence of what Trump had said.

By James LaPorta and Sierra Sanders 

Biden claims 40% fewer people are crossing border illegally, better than when Trump was in office: Partially true         

Biden: "I've changed it in a way that now you're in a situation where there 40% fewer people coming across the border illegally; it's better than when he left office."

Details : Since Mr. Biden issued a  proclamation  banning most migrants from asylum at the U.S.-Mexico border in early June, illegal crossings there have dropped. In the past week, daily illegal border crossings have averaged roughly 2,000, according to internal Department of Homeland Security data obtained by CBS News. That's a 47% drop from the 3,800  daily average  in May.

During the height of a spike in migration faced by the Trump administration in 2019, Border Patrol recorded an average of 4,300 daily illegal crossings,  government data  show. But there were months during the  Covid-19 pandemic  when the Trump administration averaged fewer than 2,000 illegal border crossings.

By Camilo Montoya-Galvez

Trump claims migrants coming to U.S. and "killing our citizens at a level...we've never seen before": Misleading

Trump: "People are coming in and killing our citizens at a level like we've never seen before." 

Details :  Some migrants who are believed to have entered the U.S. along the southern border in recent years have been charged with murder and other heinous crimes in different parts of the country. They include the suspect in the high-profile murder of Georgia nursing student Laken Riley .

But while the data on this question is not comprehensive, available  studies  have found that migrants living in the country illegally do not commit crimes at a higher rate than native-born Americans. 

Government  statistics  also show a very small fraction of migrants processed by Border Patrol have criminal records in the U.S. or other countries that share information with American officials.

On COVID, Trump claims more people died under Biden administration than his: True, but needs context  

Trump: "Remember, more people died under his administration — even though we had largely fixed it — more people died under his administration than our administration, and we were right in the middle of it, something which a lot of people don't like to talk about. But [Biden] had far more people dying in his administration."

Details : More than 460,000 people had died from COVID-19 by the end of the week that Biden was inaugurated in 2021, while more than 725,000 have died in the three years since then, according to data from the  CDC . However, research has found that the counts of COVID-19 deaths, especially in the early days of the pandemic, were likely  undercounted .

By Julia Ingram and Jui Sarwate

In discussing abortion, Trump claims former Virginia governor, a Democrat, supported killing babies: False

Trump: "If you look at the former governor of Virginia, he was willing to do this — he said  'we'll put the baby aside and we'll determine what we'll do with the baby'.. .meaning we'll kill the baby."

Details : In a 2019 radio interview then-governor of Virginia Ralph Northam, in discussing late-term abortions,  addressed a hypothetical scenario in which a fetus was severely deformed or wasn't otherwise viable. He said, "the infant would be delivered, the infant would be kept comfortable, the infant would be resuscitated if that's what the mother and the family desired." 

Northam did not say the fetus should be killed. Killing a newborn baby — or infanticide — is illegal in every state, and not a single state is trying to change that. 

By Laura Doan and Daniel Klaidman

Trump claims Biden "went after" his political opponent in New York "hush money" case to damage him: False        

Trump: "[Biden] basically went after his political opponent (Trump) because he thought it was going to damage me, but when the public found out about these cases, 'cause they understand it better than he does, he has no idea what these cases are, but when they found out about these cases, you know what they did? My poll numbers went up, way up."

Details : There is no federal jurisdiction over a state case. The Manhattan district attorney's office is a  separate entity  from the U.S. Department of Justice. The department does not supervise the work of the Manhattan D.A.'s office, does not approve its charging decisions, and it does not try the D.A.'s cases.

By Pete Villasmil

Trump claims he brought insulin prices down for seniors: Misleading

Trump: "I'm the one that got the insulin down for the seniors. I took care of the seniors."

Details :  During Trump's time as president, Medicare created a voluntary program  in 2020  between some plans and insulin manufacturers that agreed to cap out-of-pocket costs for insulin at $35 per month. Around  half of  Medicare Advantage or stand-alone prescription drug plans ended up participating by 2021. 

David Ricks, CEO of insulin drugmaker Eli Lilly, has taken credit for pioneering the idea with Trump administration officials at a congressional  hearing  and in an  interview . In the same interview with STAT, Seema Verma, former Medicare agency chief in the Trump administration, gave Ricks the credit for the cap: "He is an unsung hero. He was actually the mastermind of all of this." 

Medicare  ended  the policy in 2023, after Mr. Biden signed into law the  Inflation Reduction Act , which capped insulin costs for Medicare beneficiaries — not just for the portion of plans participating in the program. The law capped insulin costs at the same amount of $35 per month.

By Alexander Tin and Hunter Woodall 

Trump claims Biden wants open borders: False

Trump: "He wants open borders. He wants our country to either be destroyed or he wants to pick up those people as voters." 

Details : When he took office, Mr. Biden reversed numerous Trump-era immigration policies, including a program that required migrants to await their asylum hearings in Mexico. U.S. Border Patrol has also reported record numbers of migrant apprehensions along the southern border during Mr. Biden's presidency. But Mr. Biden has never endorsed or implemented an "open borders" policy.

In fact, Mr. Biden has embraced some restrictive border policies that mirror rules enacted by his predecessor. In 2023, his administration published a regulation that disqualified migrants from asylum if they crossed into the country illegally after not seeking protection in a third country. 

Earlier this month, Mr. Biden enacted an even stricter policy: a proclamation that has partially shut down asylum processing along the border. His administration has also carried out over 4 million deportations, expulsions and returns of migrants since 2021, according to  government data .

Only U.S. citizens can vote in federal elections. Most who cross into the U.S. illegally are not on a path to permanent legal status, let alone citizenship. Even those who apply and win asylum — a process that typically takes years to complete — have to wait five years as permanent U.S. residents before applying for American citizenship. There's no evidence to suggest that the Biden administration's border policy is based on a desire to convert migrants into voters.

Biden claims Trump wants to get rid of Social Security: False        

Biden "[Trump] wants to get rid of Social Security. He thinks there's plenty to cut in social security. He's wanted to cut Social Security and Medicare, both times."

Details : Trump has repeatedly  said  he will try to protect Medicare and Social Security. Trump said in a March 21 Truth Social  post  that he would not "under any circumstance" allow Social Security to "be even touched" if he were president. Trump had said in a CNBC  interview  on March 11 that "there is a lot you can do" in terms of "cutting" spending under Social Security. Mr. Biden  said  the comments were proof Trump aimed to make cuts in the programs, but a Trump campaign spokesman  said  Trump was referring to "cutting waste and fraud," not Social Security entitlements.

Trump claims Biden has the "largest deficit" in history of U.S.: False

Trump: "But he's (Biden) got the largest deficit in the history of our country."

Details : The national deficit was the largest it had been in over two decades under Trump's administration, not Mr. Biden's, according to  data from the U.S. Treasury . The deficit peaked in fiscal year 2020 at $3.13 trillion, and declined to $1.7 trillion by the end of fiscal year 2023.

By Julia Ingram

• Presidential Debate
• Donald Trump

Arden Farhi is the senior White House producer at CBS News. He has covered several presidential campaigns and the Obama, Trump and Biden administrations. He also produces "The Takeout with Major Garrett."

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