Performance Review Template

# Performance Review — [Employee Name]

**Manager:** [Name]
**Period covered:** [Q1 / H1 / etc — DATE to DATE]
**Review date:** [DATE]
**Next review:** [DATE]

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## 1. Outcomes vs commitments

What was committed at the last review; what was delivered.

| Commitment | Status | Outcome |
|---|---|---|
| [Outcome 1 from last review] | Met / Missed / Exceeded | [What actually happened, with numbers] |
| [Outcome 2] | Met / Missed / Exceeded | [Actual] |
| [Outcome 3] | Met / Missed / Exceeded | [Actual] |

**Overall:** [Met / Mostly met / Below / Above expectations.] [One sentence summary.]

## 2. Strengths

The 2-3 things this person did that nobody else on the team could have done. Specific. Not "great team player."

- **[Strength 1]** — [Concrete example]
- **[Strength 2]** — [Concrete example]
- **[Strength 3]** — [Concrete example]

## 3. Growth areas

The 1-2 things that, if improved, would unlock the next level. Honest. Not "could be more collaborative."

- **[Growth area 1]** — [Why it matters, what specifically to work on, what success looks like]
- **[Growth area 2]** — [Same]

## 4. The harder conversation

The thing the manager has been avoiding bringing up. If there isn't one, this section reads: "Nothing significant to flag." If there is, write it directly.

> "I've noticed [specific behavior] in [specific situations]. Here's the impact: [...]. Here's what I'd want different: [...]. What's making this hard from your side?"

## 5. Compensation / level

[Stays / changes. If changes, specifics — new base, new equity refresh, new title.]

[Rationale tied to outcomes + growth, not to time-served.]

## 6. Commitments for the next period

3-5 outcomes for the next quarter or half. Specific. Measurable. Owned by this person.

- [ ] [Outcome 1 — measurable by DATE]
- [ ] [Outcome 2 — measurable]
- [ ] [Outcome 3 — measurable]
- [ ] [Outcome 4 — measurable]

## 7. Manager commitments

What I, the manager, am committing to do differently / better to support this person.

- [Specific commitment 1]
- [Specific commitment 2]

## 8. Open notes

[Anything not captured above — career goals, life context that's relevant, structural concerns.]

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**Signature / acknowledgement:** Both manager and direct report sign / acknowledge the review (digitally is fine). The review is the source of truth for the conversation that happened.