Performance review examples: six full reviews

Summary: [Name] had an excellent year. They led the [service] rebuild and became the team's go-to reviewer.

Strengths: They delivered the [service] rebuild two weeks early, cutting page load time by [percent]. Their code reviews are thorough and kind, and two newer engineers named them as the person who helped them most this year. They also took over on-call for [system] and cut noisy alerts by half.

Growth area: They tend to take on the hardest problems themselves. Next year, the goal is to hand at least one complex project to a less experienced engineer and coach them through it.

Goals: (1) Lead the design review for [project] by [date]. (2) Mentor [name] through their first on-call rotation. (3) Write the architecture doc for [system].

Summary: [Name] grew their book of business well beyond target and kept every key client.

Strengths: They grew revenue from [amount] to [amount], [percent] above target, with 100% renewal on their top accounts. Their quarterly business reviews surfaced the [client] expansion months before the bid. Clients describe them as the person who tells them the truth.

Growth area: Their CRM notes are thin, which makes handoffs hard when they're out. The goal is complete notes within a day of every client call.

Goals: (1) Grow [account] to [amount]. (2) Complete CRM notes within 24 hours of every call. (3) Train [name] on the QBR format.

Summary: [Name] is a reliable member of the support team who gives customers clear, kind help.

Strengths: Their satisfaction score of [score] is in line with the team. They handle frustrated customers calmly, and their notes make handoffs easy. They also built a saved reply for [common issue] that the whole team uses.

Growth area: Response times slip on busy days, averaging [time] against a goal of [time]. Triaging the queue at the start of each shift would help.

Goals: (1) Average first response under [time]. (2) Draft two more saved replies for common issues. (3) Shadow tier-two support for one week to build technical knowledge.

Summary: [Name] had a solid first year as a manager. The team delivered its goals, and they're building the habits of a strong manager.

Strengths: They held weekly one-on-ones all year and handled a difficult performance conversation early and fairly. The team's delivery stayed on track through the transition from peer to manager.

Growth areas: They still do much of the team's hardest work themselves, often late at night. Delegating and coaching is the main skill to build next. They also tend to avoid disagreement with their own peers; raising concerns in planning, not after, would help the team.

Goals: (1) Fully delegate [project] to [name], with weekly check-ins. (2) Raise at least one concern or alternative in each planning cycle. (3) Complete [management training] by [date].

Summary: [Name] keeps the office running and made several lasting improvements this year.

Strengths: They moved vendor contracts into one tracker, which caught [number] auto-renewals we no longer needed and saved [amount]. They planned the office move with zero downtime. People across the company rely on their calm, fast answers.

Growth area: They're hesitant to push back on unreasonable requests. The goal is to say what will move when a new request comes in.

Goals: (1) Run the vendor review for [category] by [date]. (2) Document the top ten office processes. (3) Present the facilities budget at the [quarter] planning meeting.

Summary: [Name] has strengths the team values, and is not yet meeting expectations in two core areas of the role.

Strengths: They know the [system] well and are generous with their time when teammates have questions. Client feedback on their calls is positive.

Growth areas: Five of the last eight weekly reports were late, and three had errors in the totals that reached the client. We discussed this on [dates]. The second area is follow-through: action items from client meetings often aren't closed, and two clients have raised it.

Plan: For the next 60 days, reports are due Thursday at 3pm with a self-check against the checklist, and action items go in the tracker the same day. We'll meet weekly to review progress, and I'll help with [support]. I want this to work, and I believe it can.