Performance reviews at small businesses are often skipped or too informal to be useful.
A simple structured template means reviews actually happen, instead of getting skipped because there's no HR team to run them.
Backed by a 30-day money-back guarantee. If it is not useful, we will refund it, no questions asked.
Without HR support, performance reviews at small businesses tend to happen one of two ways: skipped entirely, or handled as a vague five-minute conversation that neither the manager nor the employee gets much out of.
This guide walks the review through three sections: specific, measurable accomplishments from the review period (concrete examples, not general impressions), one or two specific areas for growth framed around what success looks like going forward, and two or three goals for the next period tied directly to those growth areas, plus one blank notes page to write the actual review.
We built this after noticing performance reviews get skipped most often when there's no simple structure to follow. A template that takes twenty minutes to fill in beats no review at all.
— DaveWays
The guide walks you through specific, measurable examples from the period.
Every growth area is framed around what success actually looks like.
Next-period goals connect back to the growth areas identified, not a separate wish list.
Is this legally reviewed for compliance?
No, it's a structured template, not legal or HR advice; consult a professional for compliance-sensitive reviews.
Does it work for remote teams?
Yes, it's a printable template that works for any review format, in-person or remote.
How often should I use it?
That's up to your review cadence; many small businesses use it quarterly or annually.
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Employee Performance Review Template (Free Preview) — download a condensed version free, no purchase required, to see if it's a fit before you buy.
Employee Performance Review Template is $14.99 USD, one-time payment, instant delivery, no subscription. Covered by our 30-day money-back guarantee. See our refund policy and terms.
