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

Evaluating an Older Employee

Older, more experienced employees bring plenty to the table in any workplace, but evaluating them can be difficult. Aging may influence the quality of employees’ work for the better or worse, and it’s crucial to keep evaluations

Motivating Underperforming Employees

Any employee can become an underperformer at any time, for a variety of reasons. Your underperforming employee may be overwhelmed with responsibilities at home, burned out or bored with the job, or frustrated by office routines and

Revamping Your Performance Rating System

Performance reviews are naturally difficult, and when you add numbered scales, they can become more so. Many employees will come to you asking why they got a high score in one area of their performance review and

Time Management and Employee Evaluations

Many managers dread performance evaluations because they fear not getting them done efficiently or on time. This dread is a self-fulfilling prophecy in many ways, but it doesn’t have to be a hindrance. If both employers and

Handling Dissatisfaction With Performance Reviews

Performance reviews should be as objective and fair as possible. Yet sometimes, employees will be dissatisfied with part or all of their reviews, and organization leadership has to sift through the process to determine the validity of

5 Ways to Evaluate Teamwork

Individual performance reviews are difficult enough, but many of today’s managers find themselves evaluating whole teams and departments, too. If you must regularly evaluate teams, determine how to do so fairly while focusing on individual contributions and

Dealing With Difficult Employees

No matter how good at their jobs they are, some employees are simply difficult. It might be because of a personality clash, or maybe this person has certain habits you as a manager can’t stand. Attitude and

What CEOs Can Learn From Teacher Evaluations

Most people are reviewed for their work performance at some point, but these reviews are especially important for teachers. Often, teachers are evaluated with a more critical eye than professionals in other occupations are, because they oversee

Performance Reviews and Personal Lives: Should You Consider Personal Factors in Reviews?

Sometimes, an employee’s personal life affects how he or she performs at work. The employee may have a newborn or toddler at home, be caring for an aging parent, or be dealing with a severe illness or

How to Give Constructive Criticism after a Performance Review

Most employers would never consciously use criticism in a destructive way. However, employees can be sensitive to criticism, especially in performance reviews. Performance reviews should contain meaningful feedback, but communication both during and after the reviews should

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