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Performance Management

Performance
Claire
Thomas
Team Performance
Review
Frank
Diane
The sales team achieved a 15% increase in sales
this quarter, continuing a year-long upward Dennis
Carolin
trend. Their strategic client engagement and
effective use of new technologies led to
exceeding targets. This strong performance
indicates potential for sustained growth in future
quarters.
Luiz
Trend

2
Performance Management

Team Sales Arpita Dale Paula Stephen

Northeast Mid-West West South
$473.2k $4.5k
This year This week

$37k
37% $300k v last week

Leaderboard of this Year

Arpita $145k

Dale $133.4k

Paula $101k
$93.8k $93.8k $93.8k $93.8k
This year This year This year This year
Stephen $93.8k

37% $300k 63% $250k 20% $700k 85% $300k

Weekly Sales
$4.5k $4.5k $4.5k $4.5k
This week This week This week This week

Jan Feb Mar Apr

3
Performance Management

i cation Lea
der Favorable Zone
n
ommu 5 ship (3.50 to 4.25)
C
4

Review Results Comparison

3

Ada
t
men

Self vs. All Observers

elop l
Dev rsona

pta
2

bil
Pe

ity
1

0
Dev Other

s
hip
of
elop s

ons
0 1 2 3 4 5

ati
men

N/A Never Seldom Sometimes Usually Always

Rel
t

3.42

3.76
Differential
Pro ment
duc g e 0.34
tion Mana
k
Tas
4
Performance Management

Peer Review

Strongly Strongly
0 1 Disagree 2 Indifferent 3 Agree 4 5
Disagree Agree

Seeks feedback and

opportunities for learning and
growth.

Demonstrates awareness of
strengths and weaknesses to
improve.

Learns from the mistakes &

challenges that face them.

5
 Quarterly Performance Review
Performance Management

Employee Name Felicia Nguyan Department Marketing

Review Period Q2 Date of Review July 10th, 20XX

Overall
Performance 82% Goal
Achieved 74% Improvement
65% Core
Values 92%
• Felicia possesses a declined available to • Of the Q2 traffic acquisition targets, • Of the areas identified in previous • Felicia’s work ethic is a strong reflection
her team members. Felicia achieved 74% of the goals. performance reviews, Felicia has of the company’s core values.
• Felicia helps team members on projects • The goals are always set very high, and demonstrated significant growth as an • She demonstrates job role ownership,
she is not involved in She provides 74% is still significant in terms of growth employee. ability to learn, win as a team, and active
support, key insights, ideas and direction for the company. • While she still has some areas to cover, reflection exceedingly well.
when possible. • Felicia will need to create and execute a her growth has demonstrated her • She has also made significant effort to
• Felicia makes a strong effort educate plan for getting more press mentions for dedication to the role, and ability to learn, study her industry and make
herself and enrich her own critical the brand, and brokering content problem-solve proactively. highly-informed decisions.
thinking skill. partnerships moving into Q3. • She will need to determine ways to scale
• She is well-organized, with her time and certain experiments and hacks that show
mindful of deadlines. growth potential.

6
Performance Management

Employee Evaluation Form

Below Par Par Above Par Measurements

Standards Manager’s Assessment

Leadership Excellent teamwork and collaboration

Ethics/Integrity Consistently meets deadlines efficiently

Customer Interaction Creative solutions, innovative thinking

Community Management Creative and innovative solutions delivered

People Manager’s Assessment

Performance Proactive and self-motivated approach

Teamwork Outstanding communication and clarity

Training & Development Effective time management

Control Auditor’s Assessment

Audit High adaptability to change

Legal Proactive and self-motivated approach

7
Performance Management

Performance Improvement Plan

Performance Action Plan Start Midpoint Check-in Plan Conclusion

Meet and set performance Set and manager review with meeting Meet and review performance goal
improvement goals achievement

Follow-up Meeting Follow-up Meeting Follow-up Meeting Follow-up Meeting

Update goals & meet 1:1 Update goals & meet 1:1 Update goals & meet 1:1 Update goals & meet 1:1

Week Week Week Week Week Week Week

Week 4 Week 6 Week 7 Week 8 Week 9 Week 11
1 2 3 5 10 12 13

Receive real-time Feedback and Praise via Slack & Gmail

8
Performance Management

Peer Review

Rate the employee based on - Unsatisfactory Excellent

Friendliness 1 2 3 4 5

Communication 1 2 3 4 5

Teamwork 1 2 3 4 5

Productivity 1 2 3 4 5

Work Ethics 1 2 3 4 5

9
Performance Management

MBO-Based Performance Review

Framework Rating Scale (% MBO Payout)

No sessions were
Specific Which Accounts? Tier-1 targets 0%
conducted by July 1

Resulting 1-3 sessions conducted

Measurable How Many? Seven
Objective 40%
Starting by July 1

Objective Conduct a client-

educating seminar or 4-6 sessions conducted
Educate target
Attainable Can they do it? Yes 70%
by July 1
a lunch-and-learn
accounts on
session with seven
upcoming launch
tier-one target by July
product Result- Does it drive the 7 session conducted by
Yes 1 100%
Oriented desired objective? July 1

More than or all 7

Time-
By when? July 1, 20XX sessions conducted by 120%
Bound
July 1

10
Performance Management

Performance Incentive Survey Results

Remote Workers In-Office workers

Increase compensation 60% 65%

Offer more flexible working hours 39% 42%

Allow me to work remotely 39% 34%

Invest in more efficient Tech tools, systems, and processes 34% 32%

Offer and enforce no meeting days 29% 18%

Establish clear communication norms 21% 19%

Improve communication about company mission and strategy 15% 17%

Offer more access to senior leadership 9% 12%

Offer more access to manager 10% 9%

11
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