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Looking to speed up performance reviews? Templates are the answer! Performance review templates may not be on your productivity checklist - but they should be.

Most of us associate performance reviews with wasting time and causing stress, but when done right, performance reviews are an invaluable gold mine of data that can help you streamline your business and catch problems in the early stages.

Performance Review Templates are a Game Changer

Performance Review Templates make reviews fast, productive, and something your team looks forward to.

Performance reviews aren’t just about checking in on your employees - they’re about creating a culture of discussion, feedback, and growth. You make employees feel valued, get feedback on your business, and get to stay strategic about your goals as the business evolves.

If you use reviews as the powerful HR tool they are, you’ll soon see your business reaping the rewards. For example, 72% of employees say that accurate and consistent feedback makes them feel more fulfilled in their jobs, and studies have shown that regular reviews can reduce turnover by 14.9%.

Adding performance review templates into the mix also means that you’re getting consistent, high-quality data to help you assess your business without wasting time. Here are some critical things to do with your performance reviews to ensure they are effective, productive, and even looked forward to by employees.

When to do Performance Reviews

You might think that frequent performance reviews will impact productivity, but they actually speed things up. You should do performance reviews throughout the year.

Having frequent reviews, primarily if you use templates, is an easy, low-effort way to keep track of goals, check in on employee satisfaction, and resolve problems before they get too big.

You don’t have to complete a review each week - but scheduling them on a calendar and being consistent is essential for getting the most out of the meetings.

Here are some standard review schedules you might want to consider:

Quarterly Reviews

A quarterly review is what it sounds like - you get and give feedback once every three months. This type of review works well because you can break down yearly goals into manageable, actionable steps while keeping the reviews consistent without sacrificing efficiency.

Monthly Reviews

Monthly reviews are great for companies with a high turnover or who hire outside contractors like freelancers. These reviews keep everyone on the same page and are great for resolving problems in the early stages. They can, however, be the most disruptive type of review for productivity.

Semi-Annual Reviews

Completing a performance review once every six months can be a good option for more prominent companies who need to reassess goals but don’t have time for constant meetings. Of course, you don’t get as much valuable data, but you still check in early enough to catch problems.

Annual Reviews

Annual reviews should only be used for giant corporations who can’t do other types of reviews.

Even though you spend less time in meetings, annual reviews can leave you trying to cover too many things at once, and if a problem has been festering for months unchecked, it may be too late to reverse it.

Scheduling your reviews by time period is a great option - but you can also plan different types of reviews based on your business model and structure.

The types of Performance Reviews

Here are some types of reviews you can try to help optimize your results and get the best data.

Manager Review

This is what most people think of when they hear performance reviews. A manager gives feedback to their employee to evaluate their performance over the time range.

Self Review

With employee resignation at an all-time high, giving employees the chance to reflect and provide feedback to the company will make them feel valued and engaged.

Peer Reviews

Peer reviews can be valuable to help boost relationships within the company and ensure the feedback you’re getting is honest. It’s also a great way to catch and stop any friction between employees before it becomes an HR issue.

However, sensitivity is necessary with these types of reviews - any harsh feedback for employees afterward could result in friction amongst your workers.

Lack of sensitivity is a common issue with performance reviews. This is why performance review templates work so well - sending scheduled digital reviews, taking the emotional side out of them, and keeping everything professional.

If you want to make review scheduling easy, your best option is to start using an automated feedback tool, like Grow.

At Grow, we make it easy to give continuous feedback, opening a discussion between employers and employees. You can also use the calendar integrations feature to schedule reviews easily, so everyone knows what to expect and when to expect it.

How to create Performance Review Templates

Templates make performance reviews consistent which is important for hitting your business goals. They also save time, can be sent digitally, and make it easy for new hires to keep up with the process.

When you create performance review templates, you want to make sure they’re:


There’s no sense in adding questions for the sake of adding questions. Make sure you know exactly why you’re asking something and how the answer will help move the business forward.


Asking as many questions as possible is tempting - but useless. Too many questions will overwhelm employees, impacting the quality of the answers and how employees view reviews. Only include necessary questions, and ask them as simply as you can.


It can be easy to accidentally phrase a question in a way that feels aggressive or harsh to employees. Make sure that the questions aren’t personal, stay neutral, and foster an environment of positivity and openness.

Job Specific

Having templates for each role will save you a lot of time and error. You ensure the data you’re collecting is highly relevant, which boosts employees’ clarity and makes it easier to use the information when redefining goals.

However, if this feels a little overwhelming, using these templates will streamline this process and keep the whole process efficient.

Performance Review Template Example

We’ve put together some easy performance review templates that include data-driven questions that make the process even faster at Grow.

Ask the Right Questions to Get the Right Data

When you’re putting together your reviews - the point is not to find out everything you can about your employees - it’s to get the best quality data possible to grow your business.

If you ask the right questions - you’ll get precious, usable data. If you ask the wrong questions (or too many!), that data will get buried under repetitive or unclear answers that don’t move you towards your goals.

When you’re putting together your list of questions, clarity, actionability, and relevance should always be the goal.

Here are some sample questions from Grow you can use for inspiration:

  • Since the last review, what three accomplishments are you most proud of? What have you learned about your strengths?
  • What skills and projects are you looking forward to working on?
  • Which skills did you exercise most and improve the last cycle?
  • Which skills do you want to improve in the next cycle?
  • What role might help you utilize your strengths to make an even more significant impact? What is the path you see from your current position?
  • How happy are you in your current position?

Another great way you can ask measurable questions is by creating a rating system. For example: 1 = below expectations and 5 = above expectations. You can then share this across the company and use it for any review, whether a self-review, peer review, or 360.

With Grow, you can automate the whole process of employee reviews, making it easy for both employers and employees to give consistent feedback and praise. In addition, it integrates easily into Slack, making it simple for employees to use within their existing workflow.

You can also track all of your feedback in one place, making it easy to review and analyze the reports when the time comes. Align your team and support your company culture with Grow.

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