Complete Your Employee's Performance Reviews in a Fraction of the Time!

Yes, it really is this simple to complete employee evaluations!

When we tell you that PerformanceReviews.net is the quickest and simplest way to complete employee performance reviews, we mean it! Performance appraisals help develop your employees, improve organizational performance, and business planning. Yet these essential management tools take too much time. We have a solution: complete performance review templates.

You provide the employee's name, gender, and rating for up to 30 categories and we provided a complete descriptive template for the employee. You can cut your performance review time investment to a fraction of what it normally takes and use these professionally written comments for each employee. Give the employees what they need: high quality feedback. Get back what you need: time to manage and coach your employees.

Try it out with the first three categories - for free!

Pricing

FREE

FREE

  • Try Out PerformanceReviews.net
  • Unlimited Performance Reviews
  • Works on PC/Macs: Any Device!
  • 3 Free Categories

STANDARD

$39

  • One-time Fee, Lifetime Access
  • Unlimited Performance Reviews
  • Works on PC/Macs: Any Device!
  • 21 Categories

PROFESSIONAL

$49

  • One-time Fee, Lifetime Access
  • Unlimited Performance Reviews
  • Works on PC/Macs: Any Device!
  • 30 Categories

Do Personality Types Influence Performance Reviews?

Employers should give work-based evaluations, not personality critiques. However, an employee’s personality type always influences workplace performance reviews to a certain extent. A personality trait a reviewer sees as positive or negative can then subtly influence a

How to Evaluate Technological Skills

Almost every field of employment relies on today’s technology in some way. This means more employees are being hired and evaluated based on their ability to handle certain technological programs and perform tech skills. Whether you work

Letting Someone Go With Tact

Every manager wants to give his or her employees as many chances as possible, but sometimes consistently bad performance reviews mean you must let employees go. Terminating an employee is rarely an easy task, and it often

5 Ways a Performance Review can Boost Employee Productivity

Dealing with the same employee mistakes over and over is frustrating, but if an employee makes the same mistakes regularly, he or she needs your help to improve. Unfortunately, approaching employees about consistent mistakes can be tricky

How Performance Reviews Can Reveal Who’s in Line for a Promotion

Employees deserve rewards for jobs well done, and one of the most popular rewards is a promotion. However, how do you know when an employee could benefit from a promotion, and when he or she might benefit

8 Tips for Evaluating Telework

Increasing numbers of today’s employees are working from home, which can make employee assessments more difficult. Instead of using your old standards of evaluation for telecommuters, use the opportunity to update your evaluation process for all employees.

Signs It’s Time for a Self-Evaluation

Every manager not only has to evaluate employees, but evaluate him or herself. Self-evaluations can be difficult, exhausting, and downright annoying, because they force us to look honestly at our strengths and flaws. In addition to the

Can Creativity Be Evaluated?

Most companies have performance reviews that evaluate a few key areas, such as punctuality, sales numbers, client satisfaction, etc. But what do you do when creativity is a big part of your business? Can you evaluate employees

The Difference between “Hard” and “Soft” Skills in a Performance Evaluation

Within every job, there are hard and soft skills an employee must demonstrate. Hard skills generally refer to how an employee performs the job itself – for example, is an accountant able to analyze financial records and

Dealing With Overachieving Employees

On the other end of the spectrum from underperforming employees are the overachievers who won’t quit, even when they should. This can be anyone from an older employee on the verge of retirement to the eager new

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