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10+ Agency Performance Review Templates in PDF | WORD

A performance review relates to a person’s method of recording, reviewing, evaluating, and assessing based on his or her performance. Such an examination is typically carried out in corporations and departments in order to assess the efficiency of the people there. This method is very important for providing useful feedback and facilitating contact. Such a review can be done on a monthly, quarterly or yearly basis, depending on the policy  agency.

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10+ Agency Performance Review Templates

1. Agency Performance Review Template

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2. Agency Performance Review Example

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3. Advertising Agency Performance Review

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Size: 598.3 KB

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4. Technologies Agency Performance Review

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Size: 650.0 KB

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5. Student Employee Agency Performance Review

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6. Agency Performance Review in PDF

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7. Agency Performance & Strategic  Review

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Size: 310.4 KB

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8. Agency Performance Client Review

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Size: 24.4 KB

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9. Professional Agency Performance Review

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Size: 158.5 KB

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10. General Agency Performance Review

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Size: 692.1 KB

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11. Agency Employee Performance Review

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Why is a Performance Review Conducted?

There are four main reasons why a performance review is conducted. This includes functions, employee, organization, and evaluation and feedback:

1. Functions

The roles here apply to the function of relationships between the employee and the manager. A performance review lets the manager understand more about the employee and his or her strengths and weaknesses. It helps the manager to handle the employee fairly and not unjustly respond to bad performance. Such a review serves to develop the relationship between the manager and the employee.

2. Employee

A performance review is conducted to serve the main purpose of evaluating the employee. The analysis helps the employee identify their strengths and weaknesses, and encourages the employee to take appropriate action and actions. The employee can use these in the case of strengths to work better in the field. On the other hand, the individual can figure out ways to build on them in case of weaknesses.

3. Organization

The company also profits a great deal from a performance review. This is because an organization’s smooth running relies on the workers ‘ proper work. And only when the employees know what they are doing right and what they are doing right can they work properly. A performance review also allows the employee to find those out. The analysis would inspire the employees to work harder and better for organizational growth.

4. Evaluation and Feedback

The final part of the performance review assessment is analysis and feedback. The evaluation process involves an assessment of the employee’s performance, work habits, and the employee’s work. That may also include a brief interview for the same. The feedback session happens after the evaluation.

6 Tips on Making the Best Employee Performance Reviews

Step 1: Take Feedback From Other Employees

The best way to assess the performance of an employee is to render employee reviews at 360 degrees. This suggests you will need to ask other staff for input. In other words, you need to speak with the staff that the employee in question has interacted closely with, and get input.

Step 2: Prepare for the Discussion

This stage is very important. Without being prepared you can’t go to an interview. The same rule applies here too; you can’t go to the analysis discussion without being prepared. If you decide to just wing it, the performance review is guaranteed to fail. Being properly prepared for the discussion will allow you to give proper feedback based on important points both for and against the employee.

Step 3: Conversation is Key

A performance review is something that almost all employees are scared of. So to make sure that they take the review seriously but also comfortably, you need to remember that conversation is key. You need to approach the review in a conversational tone. That will make you look sincere and keep the analysis from turning into a pure lecture. If you do not handle the analysis in a conversational style, you will have unjustly yelled at the employee.

Step 4: The Main Goal is the Focus on the Future

The performance reviews have generally focused around the past — how the year went, what went well, and what didn’t go well. Employees can’t change the past, so being judged on circumstances they have no power to shape is pretty disengaging. However, employees do have the ability to influence what happens in the future — and that is where the majority of your discussions about results should be centered. Reflecting on the past is good yet managers and employees need to spend more time looking forward.

Step 5: Transparency is Crucial

Performance reviews have a tendency to induce anxiety. One of the best ways to reduce that is to get the employees into the process early and include them in the preparation and planning. Managers need to collaborate with every employee to establish a clear, common, and inclusive agenda with key discussion points. Both sides need to know exactly what to expect; there should not be any kind of surprises.

Step  6: Criteria for Success, Employee Goals and Progress Must Be Coordinated

Employees and managers must have a clear idea of what determines good or bad results — and this begins by clearly communicating performance standards to organizations. Criteria for success and evaluations can be difficult to address and to absorb. Managers should be functioning as interpreters of that data by applying contextual meaning to success (such as an objective progress or 360 feedback). Performance reviews should take an approach consisting of a coaching mentality, stressing and distilling information to make intake simpler for their employees.

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