{"id":1459,"date":"2026-01-02T10:25:20","date_gmt":"2026-01-02T16:25:20","guid":{"rendered":"https:\/\/www.zoomshift.com\/blog\/?p=1459"},"modified":"2026-03-31T10:38:52","modified_gmt":"2026-03-31T15:38:52","slug":"performance-review","status":"publish","type":"post","link":"https:\/\/www.zoomshift.com\/blog\/performance-review\/","title":{"rendered":"Performance Review Examples and Best Practices (with Free Template)"},"content":{"rendered":"

Whether your business model is measured in gigabytes, food cost percentage<\/a>, or appointments booked, every company ultimately depends on people \u2013 some a lot more than others.<\/p>\n

Every team has its top performers who consistently deliver strong results, as well as those who may need guidance. What they all share is the performance review process.<\/p>\n

Performance reviews play a key role in employee development. Done well, they engage your team, give employees a voice, and support growth and career progression.<\/p>\n

Unfortunately, many employees don\u2019t experience them that way.<\/p>\n

According to Gallup research<\/a>, a mere 14% of employees strongly agree that their performance reviews inspire them to improve. Too often, they find them one-sided and too infrequent to make a difference. Unsurprisingly, few people look forward to a performance review any more than a root canal.<\/p>\n

It\u2019s clear that change is needed\u2014and that\u2019s where this guide comes in. Here are performance review best practices and examples that are more effective and relevant in 2026.<\/p>\n

<\/span>Find Opportunities To Give Feedback Throughout The Year<\/span><\/h2>\n

Many employees find the annual performance review interval soul-crushing and widely inaccurate when gauging their overall performance. A lot can change in a matter of months \u2013 not to mention a full year \u2013 which is why a quarterly cadence at a minimum is advisable.<\/p>\n

If you pair your performance reviews with merit increase or promotions, then consider the quarterly reviews \u201ccheck-ins\u201d or \u201cpulse-checks\u201d to ensure that everyone is on the same page with their expectations.<\/p>\n

The great thing about regular check-ins is that they prevent any surprises come annual review time. Chances are you\u2019re talking about what\u2019s working and what\u2019s not several times a year, and either they\u2019re making improvements or they’re not.<\/p>\n

To get you started, put a quarterly check-in on the calendar<\/a> and send them a survey or doc with some relevant questions so you can have a productive conversation.<\/p>\n

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<\/span>Make Them Feel Heard<\/span><\/h2>\n

Active listening requires focus and a commitment to determine the intent and emotion behind someone’s words. Make sure you’re fully engaged during every performance review and listen closely to what the other party has to say.<\/p>\n

To prevent the review from feeling one-sided, have them come up with a list of accomplishments and areas or opportunities for improvements they see for themselves. Let them know you\u2019ll do the same for them.<\/p>\n

Some examples of questions to prepare include:<\/p>\n