Performance Review Presentation preview
Title Slide preview
Employee Report Slide preview
Quarterly Performance Review Slide preview
Employee Scorecard Slide preview
Employee Performance Review Slide preview
Management by Objectives MBO Slide preview
MBO-Based Performance Review Slide preview
OKR-Based Performance Review Slide preview
30-60-90 Performance Slide preview
Self Review Slide preview
Peer Review Slide preview
Peer Review Slide preview
360-Degree Review Form Slide preview
Review Results Summary Slide preview
Review Results Summary Slide preview
Outcome-Based Review Slide preview
Review Results Comparison: Self Vs. Observers Slide preview
Review Results suMMARY Slide preview
Team Performance Dashboard Slide preview
Team Performance Scorecard Slide preview
Team Performance Metrics Slide preview
Update on Work Location Slide preview
Performance Incentive Survey Results Slide preview
Performance Review Tracking Slide preview
Performance Improvement Plan Slide preview
Performance Review Timeline Slide preview
360-Degree Best Self Review Slide preview
360-Degree Review Slide preview
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Synopsis

How to inspire team members to do their best work? Our Performance Review collection provides customizable slides for individual reviews, 30-60-90 evaluations, 360-degree reviews, team-wide dashboards, and team scorecards. Use these tools to improve organizational culture and bring clarity and efficiency to employee feedback.

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Any company that aims to improve its performance review process can benefit from a 30-60-90 evaluation system. For instance, a tech startup could use this system to assess the performance of new hires. In the first 30 days, the focus could be on understanding the company culture and learning the necessary skills. The next 30 days (60-day mark) could be about applying these skills and starting to contribute to the team. The final 30 days (90-day mark) could be about becoming fully integrated into the team and working independently. This system provides a structured way for both the employee and the employer to track progress and set clear expectations.

Some common challenges in implementing a 360-degree review system include: potential bias in feedback, time-consuming process, and difficulty in interpreting feedback. These can be overcome by: ensuring anonymity to reduce bias, streamlining the process with efficient tools, and providing training on how to interpret and use feedback effectively.

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Individual employee review

Performance reviews are a great way for employees and managers to track their development and set plans for future success. Studies show that 94% of employees will stay with a company longer if it invests in their development. It's hard to believe one meeting can have such a big impact, but it's true. AirBnB developed a performance review system that doubled as a career development experience. The process involved three major steps: preparation, delivery, and follow-up.

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AirBnB's performance review system doubled as a career development experience by incorporating three major steps: preparation, delivery, and follow-up. In the preparation phase, employees and managers set expectations and goals. During the delivery phase, feedback was given and performance was evaluated. The follow-up phase involved creating a plan for future development and success. This comprehensive approach not only assessed performance but also focused on the career growth of the employees.

The key steps in developing an effective performance review system include:

1. Preparation: This involves setting clear expectations and goals for the employee. It also includes gathering relevant data and feedback about the employee's performance.

2. Delivery: This is the actual review meeting where the manager and employee discuss the employee's performance, achievements, and areas for improvement. It's important to provide constructive feedback and recognition during this stage.

3. Follow-up: This step involves creating a development plan based on the feedback given during the review. It also includes regular check-ins to track progress and make necessary adjustments.

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The most important part in preparation is having a template. A customizable template will allow you to review exactly what you need for each employee. Most managers use the same evaluation form for specific roles to make the whole process a lot simpler. Capture the employee's accomplishments in advance, such as how many projects they've completed and the project quality. (Slide 3)

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While specific company names are not disclosed in the content, many successful companies use customizable templates for their performance reviews. For instance, Google is known for its unique performance review process that includes peer reviews, self-assessment, and manager evaluations. They use a customizable template that allows them to capture specific metrics and feedback relevant to each employee's role. This approach ensures a comprehensive and fair evaluation of performance.

Alternative methods to using a customizable template for performance reviews could include conducting one-on-one interviews, using performance management software, or implementing a 360-degree feedback system. One-on-one interviews allow for a more personal and in-depth review. Performance management software can automate the review process and provide analytics. A 360-degree feedback system involves feedback from peers, subordinates, and supervisors, providing a holistic view of an employee's performance.

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Employee Report

69% of employees say they would work harder if they felt recognized. A clear ratings system will help employees see areas for improvement. Ratings can be based on both technical and soft skills. The skill list here can be easily added to or removed if need be. No matter what performance metrics you choose, it's extremely important that employees understand what each rating means and that it's fair. Studies show that 85% of employees would consider quitting if they felt they received an unfair review. It's also important to prepare a clear and consistent schedule for reviews. They should be done quarterly, monthly, or even weekly. (Slides 5-6)

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Employee Performance Review
Employee Scorecard

30-60-90 performance review

Gallup has found that when managers provide regular reviews throughout the year, team members are five times more likely to feel they received meaningful feedback and three times more likely to be engaged and motivated. The 30-60-90 review uses the most widely accepted approach in the corporate world for new hires. It takes the first ninety days of an employee's role and splits it into three increments. It maximizes employee impact from day one, since it aligns the new hire's near-term goals with the company's mission. 

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While the content does not provide a specific example of a company that has successfully implemented a 30-60-90 plan, many companies across various industries use this approach for employee development and performance evaluation. For instance, Google is known for its robust employee development programs and may use similar strategies. However, it's important to note that specific examples may vary as companies often customize their 30-60-90 plans to fit their unique needs and objectives.

Some alternative strategies to a 30-60-90 plan for employee evaluations could include the use of 360-degree feedback, management by objectives (MBO), and continuous feedback methods. The 360-degree feedback involves gathering feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation. It provides a comprehensive view of an employee's performance. Management by Objectives (MBO) is a strategic management model that aims to improve organizational performance by clearly defining objectives that are agreed to by both management and employees. Continuous feedback involves regular one-on-one meetings between managers and employees to discuss performance and set goals. This method allows for real-time adjustments and improvements.

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A good 30-60-90 plan outlines personal goals and breaks them down into small achievable tasks. It will also show the key success metrics that will be measured. Even for existing employees, the template provides a clear roadmap to success, and it's also helpful for quarterly evaluations. It can be used whenever you want someone to improve on something or accomplish new goals within a defined period. (Slides 10 to 12)

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30-60-90 Performance

360-degree review

In a 360 degree review, you get the combined perspective of the employee, their manager, and their peers or reports all in one place. Companies such as Netflix, Microsoft, and Adobe now use a peer-based system instead of traditional one to one performance reviews. After Google switched to peer-based reviews, the percent of employees who found the feedback useful went from 49% to 75%.

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Review Results Comparison: Self Vs. Observers

It's a way to compare self reviews against observer reviews, usually six to twelve coworkers. It plots both the data from both the self and peer reviews against each other, with the point differential so you can see the difference. This can provide a much-needed reality check to employees who may be overconfident in their abilities, or who don't give themselves enough credit. (Slide 21)

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Weighing individual KPIs by importance in a performance review process is significant because it allows for a more accurate and fair assessment of an employee's performance. Not all KPIs carry the same weight in terms of their impact on the overall business objectives. Some KPIs may be more critical to the success of the business than others. By assigning different weights to different KPIs, you can ensure that the performance review process accurately reflects the employee's contribution to the most important aspects of the business.

The team performance scorecard can be utilized to identify areas of improvement in a department by comparing the target goals with the actual results. The scorecard provides ratings that indicate whether the results are off target or not. This allows for easy identification of areas that need improvement. Additionally, individual Key Performance Indicators (KPIs) can be weighed by importance, as some KPIs are valued more than others. This helps in prioritizing areas for improvement based on their impact on overall performance.

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Team-wide review

Team Performance Dashboard

A team-wide review is a great way to show appreciation for your team and their accomplishments. This slide includes a team leaderboard and all the key performance metrics, such as weekly sales and the percentage increase or decrease compared to the previous week. The line graphs below each team member are fully editable. They can be opened in Excel for a closer look. (Slide 23)

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While specific case studies are not provided in the content, the SMART goal framework is widely recognized and utilized in performance evaluations across various industries. It helps in setting clear, measurable, and achievable goals, thereby improving performance and productivity. However, the effectiveness of the SMART goal framework can vary depending on the organization's culture, the nature of work, and the individual's role within the organization.

The Management by Objectives (MBO) system aligns with the goal-setting process in performance reviews by providing a structured framework for setting clear, quantifiable, and achievable goals. It uses the SMART goal framework, which stands for Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures that the objectives set during performance reviews are not only clear and specific but also measurable and achievable within a set timeframe. This alignment between MBO and goal-setting in performance reviews helps in effectively measuring performance and providing constructive feedback.

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Team Performance Scorecard

The team performance scorecard can be replicated for each department. It shows the target goals in relation to the actual results, with ratings that show whether the results are off target or not. It's a great way to see what areas need to be singled out for improvement. Individual KPIs can be weighed by importance, since some KPIs are valued more than others. (Slide 24)

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Data from performance reviews can be displayed in an aggregated matrix to identify how much of the team is performing at what capacity. In this example, 24% of the team is performing highly to the best of their abilities, while 5% is talented but underperforming in relation to their abilities. (Slide 25)

Team Performance Metrics

MBO-based performance review

When you need to set clearer expectations and goals, use the Management by Objectives, or MBO system. This slide uses the SMART goal framework to make sure that what's being measured can be quantified and achievable. The template outlines the starting objective on the left and after undergoing the framework it creates a better, clearer objective on the right side. (Slide 8)

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MBO-Based Performance Review
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