Performance review template: what to include

A performance review template should cover the review period, goals and how they went, key results with evidence, strengths, growth areas, feedback from others and goals for the next period. Whether you are the employee or the manager, fill each section with specific examples rather than general statements.

The sections to include

Period and role: dates covered and the job being reviewed
Goals and outcomes: what was planned and what happened
Key results: the most important work, with evidence
Strengths: what to keep doing and build on
Growth areas: one or two priorities, with specific support
Feedback from others: peers, clients or stakeholders when available
Goals for next period: clear, measurable and agreed

How to fill it in

For each section, write what happened, what difference it made and what comes next. Use dates, numbers and examples. Avoid labels such as "great attitude" without behavior behind them.

If you are the employee, prepare your own version before the meeting. It makes the conversation more accurate and helps you notice what you forgot.

Common mistakes

Rating the last month instead of the whole period
Listing tasks instead of results
Surprising someone with feedback they hadn't heard before
Skipping next-period goals, which leaves the review without a direction

Questions

Should employees write their own review?

Many companies ask for a self-review, and even when they don't, preparing one helps you have a more accurate conversation.

How often should reviews happen?

Annually is common, with lighter check-ins every quarter or more often. Your company's process sets the rule.

Is this HR advice?

No. It's a general structure. Follow your employer's official process and forms.