Appraisal templates – free download and helpful tips
Performance management is how companies engage their employees in improving the organisation's ability to achieve its mission and goals.
Implementing a performance management process isn’t a one-and-done deal. It’s an intentional, iterative process through which the career ambitions of your employees align with the company’s broader goals and core values, for the benefit of the entire team – but that's not done without the right appraisal templates at your disposal.
Hopefully, this breakdown of the steps that go into a performance management process and appraisal templates will help you create an airtight process that you can customise to your company’s unique mission and needs.
Appraisal template #1: One-to-ones
Regular, periodic one-to-one meetings are the basis for effective performance management and serve as a key channel for open communication. They provide a space for both employees and managers to address issues, set expectations, and form a strong working relationship based on mutual respect and trust.
Our One-to-One template provides a structure for these critical interactions, complete with key discussion points and follow-up actions. The template is designed to keep conversations focused and productive while ensuring both parties leave with clear next steps.
To further enhance your one-to-one meetings, CharlieHR’s One-to-Ones feature streamlines the organisation and execution of these essential engagements. With a dedicated space to prepare, hold, and review one-to-one meetings, this feature lets you focus on the conversation, not the logistics. The result? More effective meetings, better outcomes, and stronger relationships.
Appraisal template #2: Goal and objectives-oriented
An appraisal template often has to be about setting goals for the team members to be able to develop and link their progress to the objectives you set out through the course of a year.
To do this, it means you have to agree on specific timeframes and clear actions that your team members will have to accomplish.
This is a great way to ensure a development-based approach where your team member does not stagnate within their role.
If you'd like to learn more about it, perhaps have a look at our Learning & Development guide to help you understand how to make it flourish at your business and ensure your team members keep on growing.
Appraisal template for goals and objectives example
Just copy/paste the form below if you'd like to use it yourself:
- Employee's name:
- Position:
- Manager's name:
- Timeframe of your review:
- Date of performance review:
Goal 1 – find a suitable title for the goal
- To be completed by: xx/xx/xx
- Explain what the goal or objective is about and what expectations you have of the employee during this period.
Goal 2 - find a suitable title for the goal
- To be completed by: xx/xx/xx
- Explain what the goal or objective is about and what expectations you have of the employee during this period.
Add more goals if you'd like to have more for your team members.
Which areas will you need to improve on to achieve these goals?
xxxx
What would you like the outcome of these goals to be once they're completed?
xxxx
Appraisal template #3: Self-evaluation
It's crucial that team members learn how to look at their skills and their performance in an objective way.
Self-evaluation appraisal templates are the right way to do this – simply come up with the right set of questions and help them grow even further.
It will also be a good opportunity for you to create trust, since your team member will be able to self-evaluate.
Simply hand copy and paste our simple template if you'd like to try out self-evaluation at your own business.
Appraisal template for self-evaluation
- Employee's name:
- Position:
- Manager's name:
- Timeframe of your review:
- Date of performance review:
- “What do you think were your best achievements during the time period this self-evaluation is about?”
xxxx
2. “Do you think there is anything you could have done better?”
xxxxx
3. “How do you see yourself fit in the company as a whole and within your team?”
xxxxx
4. “What extra sets of skills do you think you bring to the table during a meeting?”
xxxxx
5. “What do you see as your weaknesses when it comes to communication and collaboration?”
xxxxx
6. “How would you work on improving these leadership skills?”
xxxxx
7. “What goals would you be suitable for yourself in the next review period?”
xxxxx
Appraisal template #4: Performance Development Plans
Performance Development Plans (PDPs) guide employees down the path towards their career growth, helping them achieve their own career ambitions in a way that's mutually beneficial for the company.
Our Performance Development Plan template provides a structured framework to help craft these motivational and goal-oriented plans. From identifying strengths and areas for improvement to setting measurable objectives and action plans, the template ensures a comprehensive approach to employee growth.
If you want to dive deeper into PDPs and their benefits, we advise you to explore our blog post on why your business should use personal development plans. That way, you’ll learn more about the significance of PDPs, and how to implement them into your own processes and workflows for best effect.
A well-made PDP can light a fire in your employees, push them to do their very best work, make them excited about their jobs, and ultimately drive the company’s success as a whole.
Appraisal template #5: Performance review meetings
It’s all well and good to set goals and guidelines for your employees, but it won’t amount to much unless you take time to monitor and evaluate progress.
That’s what performance reviews are for - to serve as a systematic evaluation of an employee's job performance, recognise their achievements, identify gaps and potential areas for improvement, and set new goals to aim for.
This performance review template can provide you with three simple steps to conduct performance reviews in an impactful, unbiased, and fair manner.
Keep in mind that a well-made performance review process can pave the way for better engagement, motivation, and productivity in your organisation for everyone’s benefit.
Performance management template #6: 360 reviews
As they say, there's no "I" in team, and there's no "I" in the "performance management." A 360-degree approach to performance reviews includes comprehensive feedback from the entire team on an employee's performance and gathers differing perspectives and views from managers, co-workers, and direct reports.
This 360 review template provides a structured, systematized, and balanced feedback approach. With 360-degree reviews, you can promote self-awareness, collaboration, and team synergy.
To capitalise on the benefits of 360 reviews, the process should be transparent, open, honest, and keep feedback constructive.
Also, make sure to check out our guide on the best 360 feedback tools on the market.
Appraisal template bonus – career progression framework template
The best way to get your best and brightest to stay by your side is to invest in their own dreams (find out how this is done through SMART goals as well).
The Career Progression Framework outlines potential career paths within the company and helps them develop the skill sets, experience, and qualities they need to succeed in their role.
This Career Progression Framework template offers a structured roadmap for advancement, detailing the skills, experience, and performance criteria for each stage of progression. This template proves invaluable in facilitating career development discussions, setting expectations, and promoting a culture of aspiration and achievement.
FAQ for appraisal and performance management
What is the difference between appraisal and performance meetings?
They're largely used in the same fashion and don't really differ from each other. It's a question of preference when it comes to which term you prefer using.
What is performance management and how to use appraisal templates as part of it?
A performance management review is a structured cycle that helps organisations and their employees stay on the same page - to monitor progress, provide thoughtful and constructive feedback, and encourage continuous development.
Broadly speaking, the steps involved in the performance management process are:
- Setting objectives: The first part of the process starts with setting a baseline of specific, measurable, actionable, relevant, and time-bound (SMART) goals that align with the company’s expectations. This helps ensure a mutual understanding between both employees and managers
- Performance planning: Determinations are made about how the goals and objectives will be achieved, including identifying any necessary outcomes and parameters of success, potential roadblocks, and a timeframe for completion
- Ongoing monitoring and feedback: Regular check-ins and progress reviews are necessary to ensure that progress happens in the right direction. That way, employees can stay on track towards their goals, and they feel supported by leadership on the way
- Performance evaluation: A formal review of progress takes place annually, bi-annually, or (as we always recommend) quarterly. The employee’s performance is measured against the objectives outlined in the previous stages, areas for improvement are identified, and plans for future development are set
- Recognition and development planning: The relationship between manager and employee should be reciprocal and mutually beneficial, so the process should also include conversations about the employee’s career aspirations and potential growth opportunities. This includes identifying strengths, giving recognition for the employee’s hard work and accomplishments, and outlining a plan for future growth
- Revisiting goals: The performance management process is cyclical, and once one cycle is completed, it’s time to revisit and realign the next set of goals and expectations for the forthcoming performance review
Remember, a performance appraisal isn’t a one-sided list of demands, but an open conversation meant to build trust, understanding, and open communication between employees and leadership.
Can I automate my performance management process and appraisals?
Creating and maintaining a performance appraisal template can feel like a laborious slog, but it doesn’t have to be like that. Automating the process using performance management software ensures that it stays consistent, reduces the administrative manhours needed to schedule and organise performance reviews, and can be a game changer for a small business.
Ready to revamp your performance management process? Start a free trial of CharlieHR today, and see how our performance review feature can make your organisation - and your team - stronger than ever.
If you're interested in finding out more about performance management, just check out our resources: