Log in Try for free
Create a new workspace Log in to another workspace
Back to Template Gallery

Performance Review Meetings

Support your team's growth and development with these performance review meeting templates that promote constructive feedback, goal-setting, and open dialogue.

Template GalleryBusiness MeetingsClient MeetingsMeeting Minutes TemplatesOperations MeetingsStaff MeetingsStand-Up MeetingsStrategic MeetingsWeekly Team Meetings1-on-1 MeetingsAgency MeetingsExpert-ApprovedAgile MeetingsBoard MeetingsCustomer Success MeetingsDesign MeetingsEngineering MeetingsExecutive MeetingsFinance MeetingsGovernment MeetingsHospital Staff MeetingsHR MeetingsLegal MeetingsLobbying MeetingsMarketing MeetingsPlanning MeetingsProduct MeetingsProject MeetingsRemote MeetingsRetrospective MeetingsSales MeetingsTeam Meetings

Quarterly Performance Review Meeting

Use this quarterly performance review template to exchange feedback, celebrate wins, and set goals with your direct reports.

Get this template View template

Mid-Year Performance Review

Provide useful feedback about job performance and halfway through the year with this Mid-Year Performance Review template.

Get this template View template

Frequently Asked Questions

What is a performance review meeting?

A performance review meeting is a scheduled discussion between a manager and team member to evaluate the team member’s job performance over a specific period of time. These meetings typically involve reviewing successes, identifying areas of improvement, discussions on career development, and setting goals for future performance. While this can appear one-sided, the best performance review meetings are more of a dialogue that provides team members with an opportunity to be directly involved in their growth.

How to conduct a performance review meeting?

To conduct a performance review meeting, start by gathering feedback and preparing a review of the employee’s performance. This review should include the employee’s achievements, areas of improvements, and specific examples. Schedule the meeting well in advance to give the employee an opportunity to review the agenda and digest the information.

During the meeting, discuss the team member’s performance openly, being intentional with what you say while acknowledging achievements, and providing constructive feedback. Actively listen to what the team member has to say and discuss next steps. End the meeting by setting clear achievable goals for the next review period.

How to improve performance review meetings?

Performance review meetings can be anxiety-provoking and stressful for a lot of employees, but they don’t necessarily have to be. Improve your performance review meetings by staying objective and trying to make the performance review more of a conversation compared to a lecture. Encourage the employee to self-access and actively participate in the discussion. Another way to improve performance review meetings is to try scheduling regular check-ins in addition to formal performance reviews. While it sounds a bit counter-intuitive to add more review meetings, these regular check-ins help enhance the process by addressing issues and celebrating achievements in real time, so that when it comes time for the next formal performance review there are no surprises.

What is the importance of performance review meetings?

Performance review meetings are important to ensure aligment betweeen a team member’s contributions and the goals of the organization. These meetings provide an opportunity for feedback, recognition, and professional development.

How to structure a performance review meeting?

When structuring a performance review meeting, start with a brief overview of the meeting’s purpose and objective. Then highlight the employee’s achievements and contributions since the last review. Next, discuss any challenges faced and areas of improvement. For this part of the meeting, provide constructive feedback with specific examples and discuss actionable ways to address any issues. Then work with the employee to set goals for the next review period, while keeping in mind the employee’s career ambitions. End the meeting with a quick summary of key points, agreeing on next steps, and ensuring that the employee feels heard and supported.

  • “I spend my days in a lot of meetings and work with various teams across the company. Fellow is a great tool to stay organized and follow up on the action items that inevitably come out of every meeting. It’s been a game-changer for our team.”

    John Gleeson

    VP of Customer Success
    John Gleeson

Your team will thank you

See why leaders in 100+ countries use Fellow.

Signup free Request a demo
Already using Fellow? Log in