Employee Review Template

Regular employee performance reviews are widely recognized to be vital for the smooth running of any business.  Replacing the tiresome annual employee reviews with quarterly reviews is thought to improve employee engagement and performance. 

"Only 49 percent of employees find that annual reviews are accurate, while 90 percent of HR heads believe annual reviews do not yield accurate information." - Jeff Weber, Regular Employee Feedback to Replace the Annual Review

From analyzing an employee's customer service metrics to figuring out solutions to internal issues, performance reviews help customer support teams of all sizes do what they do best: Succeed. 

Today’s agile workforce needs nimble new strategies, processes, and tools to enable feedback between employees and their managers. Fortunately, this employee performance review will help managers onboard, manage, motivate, develop, and support their team.

Aim to run this checklist near the end of every quarter to optimize your team. 

Before you get stuck in, here is a little bit about us:

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With that covered ... Let's get started with the Employee Review!

The information you add in these tasks will create variables. This means that the data you input and select can be pulled through at a later stage.

Add both yours and the employee's details in the form fields below.

This checklist should be run for every employee you oversee.

By adding the basic details of each employee you can easily tell who the checklist is for and when the process was run.

If applicable you can use the 'Members' field below to select a member of your organization to approve this checklist. The approval task is the final task in this checklist.

Conditional logic is applied to this checklist. Conditional Logic is a powerful feature that allows you to create truly dynamic checklists with if-this-then-that logic.  Depending on which answers you choose, the steps that follow will be different. For more information on how to use this feature both within and between tasks visit our Help page. 

Assess if the employee is currently being onboarded or not by answering the dropdown.

If the employee being reviewed is in the process of onboarding, choosing "yes" or "no" will determine the next task. If they're past the onboarding stage and are at any other stage within the company, the answer is "no".

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Record the progress of the employee you are onboarding in the form field below.

The onboarding process for a new employee is a lengthy process. By recording their progress, you know exactly where they are at in their training. 

Note the prospective onboarding finish date.

The aim of the onboarding process is to get the new employee integrated into the team as quickly possible, and fully equipped with customer support-related knowledge, so they'll succeed in their new role.

Add the employee's prospective finish date to know when they'll be ready to become a core member of the support team.

In the form field below identify the reason(s) for the new employee's delayed or early completion of the onboarding process. 

Then add the employee's revised prospective finish date.

Use the dropdown to assess the employee's attendance to meetings during this quarter.  

Regular meetings are crucial for improving overall performance, increasing employee engagement, and they also help to keep the team on the same page regarding the company, current goals, and future changes.

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Use the dropdown below to identify whether the employee has missed any meetings. 

Then, if the answer is 'yes' the conditional logic feature will show date and text fields.  Use these form fields to input details of the employee's non-attendance.

This is a quarterly employee performance review. By running this checklist over the course of a year, you will gather crucial, reflective data regarding the employee's meeting attendance. 

Use the text field below to draft an email concerning meeting attendance to the employee. Let them know that they need to start attending all future meetings.

Meetings being regularly missed is not a good sign. Therefore, it is a best practice to inform the employee that they're missing too many meetings.  Let them know that this is detrimental not only to themselves but also to the team as a whole.

This task and the following task is for when the employee has not been attending enough.

Use the email form field below to send an email to the employee regarding their attendance to meetings. 

You'll see your drafted email from task 11 has been pulled through via variables to the email widget. If the email content needs to be redrafted, edit accordingly, and click the send icon. 

Answer the dropdown to start the process of reviewing the employee's work attendance over this quarter.  

For any team to work efficiently, the entire team needs to be synchronized. Synchronization can't happen, however, if other team members are having to pick up extra work from those taking time off. 

Use the form fields below to enter all information regarding work non-attendance.

All employees deserve to take time off every now and again for a holiday. And, if they're sick, then it's preferable for them to stay at home and recover.  However, taking too much time off work will cause the employee to lose track of the progress of the company as a whole. it could also cause them to fall behind on their own deliverables.

Write out an email to the employee regarding their absence.

If it's come to your attention that the employee has been taking too much time off, it's time to let them know. Otherwise, they might continue to book time off, impacting the rest of your team further.

This task and the following task is for when the employee has not been attending enough.

Send an email to the employee regarding their time away from work.

The difference between taking the allotted time off and too much is noticeable. If the latter is the case with this particular employee, send an email to them about the situation and how it needs to change. They might not even be aware of their absenteeism themselves.

Evaluate the employee's level of motivation by choosing an answer from the dropdown below.

The motivation an employee is feeling will have a tremendous effect on their levels of productivity.

If an employee is feeling highly motivated, the amount of work they can get done will increase. Not only that, but the overall quality of the work will be higher, too. All this equal more overall success for the business!

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Choose actions from the dropdown to help improve the employee's motivation.

Seeing as motivation has a monumental impact on productivity, look at and implement ways to increase the employee's motivation.

To help you out, you'll find a list underneath with actionable, motivation-increasing methods. These have been taken from sources such as Bonusly and their handy guide of 20 ways to boost motivation. Team-building activities, too, massively help - read our catalog of over 60 of them. 

Consider if hard data is relevant to this specific employee and this particular review.

This task may not be applicable to all business types. If you have a business that has data that can be measured such as customer reviews, engagement of content the employee has produced, customer tickets, and so on - then select the option "yes" from the dropdown. 

That being said, if you wanted to take a more qualitative approach, looking at data might not be relevant.

Choosing "yes" or "no" in the dropdown will inform the order of the next tasks.

The data you input in the text field below will depend entirely on the type of business you run.

Feel free to add text fields or tasks to this section that refer specifically to your business model. Remember to include the variables you add in any of the review tasks. 

Use this task to gather any feedback on the employee from their colleagues.

Remember: Internal feedback from the employee's colleagues can play a large role when determining their performance. For more on the importance of internal feedback, check out this Process Street blog: How to Get, Process, and Act on Employee Feedback.

Note down any positive or negative comments in the text field below.

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Identify the employee's successes by picking an answer from the dropdown underneath.

Based on the data from the previous tasks, you should now have an idea of whether the employee has had any successes or not. If they have indeed been successful then they should be congratulated.

Choose an area in which the employee excelled from the dropdown list (feel free to change the items on this list to meet your business model).

So that you can congratulate the employee on their success, it's necessary to narrow down and categorize exactly what the success was. The dropdown list underneath this text contains a wide range of areas in which the employee may have succeeded.

Push an email out to the successful employee by using the email widget below.

Seeing as the employee's success has been defined, it's now time to congratulate them on their work. 

The email widget below is pulling information in via variables. If you'd like to edit the message itself - or any part of the email, like the subject - that can be done by editing the checklist's template or by launching the email in your email service by pressing "test send".

Acknowledge any possible problems concerning the employee by answering the dropdown below.

Humans can't excel at everything 24/7, especially within their job  - problems will inevitably occur at some stage. If the employee is having any problems at work - perhaps they're struggling with workload, or they aren't sure how to manage stress well - acknowledge, identify, then rectify.

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Identify the problems the employee is having in the given form fields.

Once the problems are acknowledged, they must then be identified so an appropriate resolution can be thought of. The form fields below will help you to identify the problems thoroughly.

Talk about the issues to the employee to resolve them. 

To fully rectify issues, they must be frankly discussed. Talk honestly about what the employee is having issues with, to see if a resolution can be found.

Resolving workplace conflicts can often be tricky. If their issue is related to conflict, it's worth reading this guide on HubSpot, in which Ben Aston offers 10 ways to handle the conflict before it escalates. 

Write a message telling the employee that you're available to support them in the text field below.

As a manager, you're the first point of contact should any employee need assistance, support, or help. But an employee might not always feel comfortable bringing up any issues they're having, either personally or professionally. Tell the employee that they're welcome to talk to you at any time.

Send an email to the employee regarding being able to support them.

Employees often forget that their manager isn't only there to manage them - they're there to help, too. Remind the employee that you're available to help them should they need any by sending an email to them. 

List any relevant opportunities that would help to develop the employee's career. 

Many companies - no matter if they're multinationals or start-ups - have a budget for employee training, development, and professional growth.

From courses to conferences, there's a wide range of opportunities out there to be taken advantage of. Using the form field below, list events or activities that could be useful to this particular employee.

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Dispatch an email about upcoming opportunities directly to the employee.

After writing down any relevant events, courses, and opportunities for the staff member, let them know of upcoming possibilities to bolster their career by sending this email to them.

Schedule the next performance review for this employee.

Reviews can be extremely useful in that they're repeatable, meaning critical information and data can be accumulated. With this in mind, schedule another review for an appropriate date and time.

It's simple to schedule checklists with Process Street. To learn more about how to schedule checklists, read this useful article on our Help site.

Sources

• The Balance Careers - Increase Workplace Productivity and Employee Happiness With a Review 
• Inc.Gallup - More Harm Than Good: The Truth About Performance Reviews 
• Indeed.com - How to Conduct an Employee Evaluation
  
• Andrew Sumitani - 100 Useful Performance Review Phrases 
• 5 Must-Knows About Millennial Managers
• Swetha Amaresan - What Does a Customer Service Manager Do?
• Mat Patterson - How Top Customer Service Teams Measure Performance
• Amritpal Dhangal - How to Measure Customer Service Success?
• Paul Falcone - Employee Self-Assessment Examples in Customer Service
• Steve Crabtree - Worldwide, 13% of Employees Are Engaged at Work
• Benjamin Brandall - 63 Team Building Activities That Your Team Won't Roll Their Eyes At
• Heryati Ramlan - Why Employee Motivation Is Important (& How to Improve It)
• Kim Harrison - Why Employee Recognition is so Important & How You Can Start Doing it
• Dina Gerdeman - Forget Cash. Here Are Better Ways to Motivate Employees
• Shawn Achor - The Benefits of Peer-to-Peer Praise at Work
• Berkeley Human Resources - Resolving Conflict Situations
• Ben Aston - 10 Tips for Handling Conflict at Work

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