Performance review

Discuss the direct report’s performance and where there’s room for improvement
Lisa Glenn Nobles
Operations Navigator

Mindup is a great, and extremely easy to integrate way to organize your team and external stakeholders around meeting agendas. As an operations professional, I highly recommend it!

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What's in this template?

Similar to a 1-on-1, a performance review can ensure you’re on the same page, build trust and respect within the team, and give team members the opportunity to learn from their manager. These meetings also allow you to review in more depth the progress this team member has made, and discuss areas of improvement.

When employees know where they stand, they feel more confident, are more engaged in their work, and stick around longer. Performance is important all year round, yet many organizations only have one annual performance review. Regular feedback is crucial so we recommend performance reviews are held quarterly, along with more frequent 1-on-1s. 

1
Self-assessment

What’s going well and what isn’t?

2
Goal performance

Are you fulfilling the requirements for the job?

3
Culture and behavior

How do you contribute to our culture in your attitude and work?

4
Wins and strengths

What are the biggest wins you’ve had since our last review?

5
Areas to improve

How can you improve your performance or behavior?

6
Long-term goals

What goals do you have and how can I help you achieve them?

Duration
60 minutes
Size
2 people
Frequency
Once per quarter

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