How to prepare for a performance review (with planner template)

Performance review time. It’s a phrase that might make you groan or even feel a slight sense of dread. But depending on how you approach them, performance reviews – especially when guided by a structured performance review template – can be incredibly useful in improving your day-to-day work and helping you grow your career – and your salary. 

If you’re coming up to a formal performance review or just a conversation with your manager, you can get the most out of it by preparing properly using a performance evaluation form to structure your thoughts and goals. 

What’s the point of a performance review? 

A performance review lets your boss or manager tell you how you’re performing in your role and provide input on your work, strengths, and areas for improvement. 

But a performance review should be a two-way conversation. It’s also your opportunity to reflect, set and discuss goals, and receive recognition for your work. It’s a chance to get valuable feedback, and for many people, it’s also a time to aim for a pay rise or promotion. 

Every workplace will have a different performance review process. Many workplaces, especially larger organisations, have a structured process with a set timeframe – often annually. Others might have more informal check-ins. Regardless of the structure, the same preparation steps apply. 

Steps to preparing for your performance review 

• Get clear on the process. If you're using a structured performance review template, get details from your manager or HR team about the process, criteria, and timeline. If it’s a more informal check-in, ask your manager how they’d like you to prepare. 

• Check in with yourself and your achievements. Reflect on the goals set during your last performance review. Use examples of your contributions to highlight progress and achievements. 

• Consider your boss or manager. Understand what’s important to your boss and tailor your conversation to align with their priorities. This helps frame the review in a meaningful way. 

• Think about what’s expected of you. Know what great performance looks like for your role or workplace and come prepared with examples showing how you've contributed value. If you can prove your contribution and the value that you’ve brought to the business, you’ll have a better case for a pay rise. 

• Know what you want. Have your own objectives for the review. Whether you’re seeking feedback, more responsibility, or a promotion, be ready to discuss them. 

Read more about How to maximise your next performance review. 

Step-by-step guide to using a performance review template 

Using a structured employee review template can help you approach your review with clarity and confidence. Here’s how to fill out and make the most of a performance review template: 

1. Understand the type of template being used 

There are different kinds of employee review templates, including: 

• Self-assessment – Employees evaluate their own performance. 

• Manager-led review – Managers assess an employee’s performance. 

• Peer review – Colleagues provide feedback on each other’s performance. 

• 360-degree feedback – A comprehensive review including self, peer, and manager feedback. 

Make sure you understand the type of performance evaluation form being used in your organisation so you can tailor your responses accordingly. 

2. Review past goals and achievements 

• Reflect on your previous performance review (if applicable). 

• List key achievements, projects, and contributions since the last review. 

• Use data and specific examples to demonstrate your impact. 

3. Assess your strengths and areas for improvement 

• Identify your core strengths and how they benefit the organisation. 

• Acknowledge areas where you can improve and suggest actionable steps. 

4. Align with company goals 

• Show how your work contributes to your team’s and company’s objectives. 

• Suggest ways you can add more value in your role. 

5. Set SMART goals 

• Develop Specific, Measurable, Achievable, Relevant, and Time-based (SMART) goals for your future performance. 

• Be prepared to discuss these goals with your manager and adjust based on their feedback. 

Read more about 7 things you should tell your boss at review time if you want to get ahead 

6. Prepare for feedback 

• Approach feedback with an open mindset. 

• Ask questions to clarify expectations and development opportunities. 

Read more about how to action feedback after your performance review 

7. Follow up 

• After the review, summarise key takeaways. 

• Create an action plan based on the discussion. 

• Schedule a follow-up check-in to track progress. 

How to tailor the template to organisational goals 

To make your performance review as valuable as possible, tailor your template to align with your organisation’s expectations. Consider: 

• Including key performance indicators (KPIs) relevant to your role. 

• Addressing company values and how your work aligns with them. 

• Highlighting how your work supports the company’s values and goals. 

Comparison of performance review templates 

Performance review template example 

How to follow up on your performance review 

Make time for a follow-up meeting 

It’s natural to reflect on your review and have more questions. Schedule a follow-up to clarify any points or check progress on agreed action items. 

“You may want to confirm or clarify that your understanding of the take-outs from the performance review are aligned,” says Alexandra Taylor, Chief People Officer, Business, Private & Personal Banking at NAB. “The follow-up meeting is a good opportunity to create that alignment.” 

Focus on goal-setting 

If goals weren’t clearly defined in your review, take the initiative to set them yourself. 

“Having goals to meet is the best way to avoid surprises regarding your own performance,” Taylor says. “Good goal setting underpins good career growth and development.” 

Ensure your goals are SMART and discuss them with your manager to gain their support. 

Keep it ongoing 

Regular feedback can be more beneficial than a once-a-year review. If possible, incorporate performance discussions into routine check-ins with your manager. 

If that’s not feasible, ask for informal feedback, especially after completing key projects. 

Performance reviews can sometimes feel like a chore, but they’re a stepping stone to career growth. By preparing thoroughly, engaging in meaningful conversations, and following up with ongoing feedback, you’ll set yourself up for success and career progression. 

FAQs 

What is a performance review template? 

A performance review template is a structured document used to evaluate an employee’s performance over a specific period. It typically includes sections for self-assessment, feedback from managers, goals, strengths, weaknesses, and overall performance. 

How can I use a performance review template effectively? 

To use a performance review template effectively, ensure you reflect on your previous goals, note specific achievements, and identify areas for improvement. Tailor the template to your role and company values, and be prepared to engage in a two-way conversation with your manager. 

What should be included in a performance review template? 

A typical performance review template should include: 

• Self-assessment section 

• Feedback from managers 

• Evaluation of key performance indicators (KPIs) 

• Strengths and areas for improvement 

• Goal setting for the future 

• Actionable steps for personal and professional development 

Are there different types of performance review templates? 

Yes, there are several types of performance review templates, including: 

• Self-assessment 

• Manager-led review 

• Peer review 

• 360-degree feedback (includes feedback from self, peers, and managers) 

Can I customise a performance review template for my team? 

Absolutely. You can customise a performance review template to suit your team's unique goals, responsibilities, and company culture. Tailoring the template ensures that it captures the most relevant feedback and helps track key performance metrics specific to your team's objectives. 

How often should performance reviews be conducted? 

Performance reviews are typically conducted annually, but some workplaces prefer quarterly or bi-annual check-ins. Regular feedback is beneficial for continuous growth, so informal reviews or feedback sessions should be held regularly to ensure ongoing development. 

What should I do if I disagree with my performance review? 

If you disagree with aspects of your performance review, schedule a follow-up conversation with your manager. Be sure to bring specific examples to support your case, and approach the discussion with a constructive mindset. The goal is to clarify misunderstandings and ensure alignment on performance expectations. 

How can I prepare for my performance review? 

To prepare for your performance review, take the time to: 

• Reflect on past goals and achievements 

• Gather data and examples that demonstrate your impact 

• Align your performance with company goals 

• Set clear, SMART goals for future performance 

• Be ready to receive and ask for feedback