HR & internal
Performance review
Filled in ahead of the meeting so the meeting is a conversation rather than a recital. The support question is the one that most often changes something.
- Questions
- 7
- Takes about
- 4.5 min
- Style
- One page
- Scoring
- None
Free, no card. It lands in your workspace as an editable draft.
Worth knowing
- The welcome screen and the intro text above the first question carry example turnaround times, policies and promises. Rewrite them as yours before you publish — they are the part respondents take literally.
What's in it
Your self-assessment
Welcome screen
How this is used Your manager reads it before the meeting, so the meeting can be a convers…
Rich text
- 1
Your name*
Short text
- 2
Review period
Short text
- 3
What are you most proud of this period?*
Long text
- 4
What was hardest?
Long text
- 5
How would you rate yourself?
Matrix
- 6
What would you like to work on next?
Long text
- 7
What would help you do your job better?
Long text
Submitted
Ending
How to use this template
Open it as a draft
Press "Use this template" and it lands in your workspace as an editable form with all 7 questions already in it. No card, and nothing is published until you say so.
Cut what you do not need
Every question you remove is one fewer reason to abandon the form. It takes about 4.5 minutes to fill in as it stands, and that is the number worth protecting.
Add from the question bank
Pick what you are missing from the questions below. Drag any of them in, change the wording, and use conditional logic so people only see the ones that apply to them.
Share it, or put it on your own site
Publish to get a link, or embed it in a page you already have. Answers arrive in your dashboard, and you can send them on to anywhere else with a webhook or an integration.
32 performance review form questions to choose from
A review form shapes the conversation that follows it. Ask for ratings alone and you get a negotiation about numbers; ask for examples and you get a discussion about work.
The same questions to the employee and the manager, answered separately, is where the useful conversation comes from. The gaps are the agenda.
Looking back
- What are you most proud of this period?
- What did you achieve against your objectives?
- What did not go as planned, and why?
- What did you learn from that?
- Which piece of work best represents your standard?
- What took longer than it should have?
- Where did you have the most impact?
- What would you do differently?
How the work gets done
- How well do you work with others? Give an example.
- How do you handle disagreement?
- How do you handle feedback?
- Where have you helped someone else succeed?
- How do you decide what to work on?
- What do you do when you are stuck?
- How do you keep people informed?
- Which of our values do you most and least embody?
Support and obstacles
- What is getting in your way?
- What do you need more of from your manager?
- What do you need less of?
- Is your workload sustainable?
- Do you have the tools you need?
- Is anything unclear about what is expected of you?
- What would make the biggest difference to you?
- Is there anything you have not felt able to raise?
Looking forward
- What do you want to be doing in a year?
- What skill do you most want to develop?
- What objectives would you set for the next period?
- What support would you need to hit them?
- Are you interested in more responsibility?
- Is there a different role that interests you?
- What training would help?
- What would make you want to stay?
Performance Review form questions, answered
- What should a performance review form ask?
- For examples rather than ratings. 'Which piece of work best represents your standard' produces a conversation; a five-point scale produces a negotiation about the number.
- Should employees and managers fill in the same form?
- Yes, separately and before the meeting. The places where the two answers diverge are the agenda, and they are far more useful than the places they agree.
- How do I run a 360 review with forms?
- Send the same short form to several colleagues and aggregate the answers. Keep individual responses confidential and share only the themes, or you get carefully worded answers that say nothing.
- Who can see performance review responses?
- Only the people you give access to in your workspace. Roles control that, so a reviewer does not automatically get to read everyone else's.
- Is this performance review form template free?
- Yes. Use it, publish it and collect answers on the free plan with no card. Paid plans add things like payments, scheduling, removing our badge and your own domain, but none of them are needed to run this form.
- Do I need an account to use it?
- You need one to edit and publish, because the form has to live somewhere and the answers have to come back to you. Signing up takes about a minute and does not ask for a card. The people filling your form in never need an account.
- Can I change the questions?
- All of them. The template is a starting point, not a fixed form: add, remove, reword and reorder anything, change the look, and use logic so people only see the questions that apply to them.
- Can I put it on my own website?
- Yes. Embed it in a page you already have, or share the link. On a paid plan you can serve it from your own domain so the address says your name rather than ours.
- Where do the answers go?
- Into your dashboard, where you can read, search and export them as CSV. You can also have each response emailed to you, pushed to another tool with a webhook, or sent to a connected integration.
- How long does this form take to fill in?
- About 4.5 minutes as it stands, across 7 questions. Every question you cut brings that down, and shorter forms get finished more often.
Worth reading next
- The forms your team needs and nobody builtMost small businesses run half their internal processes through email threads and memory. A form is usually a better answer than a system.
- How to Collect Files and Documents Through a FormCVs, photographs, certificates and signed documents: size limits, file types, security, and why a required upload loses people.