Performance Review Strengths Templates: How To Write & Examples
Conducting regular performance reviews is an important process for providing feedback to employees on their strengths and development areas. However, writing performance reviews can seem like a daunting task without proper guidance. This comprehensive guide will provide tips and examples to help you create effective performance review templates focused on strengths.
There are several key reasons why conducting regular performance reviews is important for both managers and employees:
Recognition of achievements: Reviews provide an opportunity to recognize employees for the work they have accomplished. This helps boost morale and engagement. Highlighting strengths in particular shows appreciation for an employee's positive contributions.
Performance feedback: Reviews allow managers to provide constructive feedback on an employee's strengths as well as areas for improvement. Receiving feedback on strengths helps employees understand what they are doing well and how to build upon it.
Goal setting: The review process facilitates collaborative goal setting between managers and employees. Setting goals based on an employee's strengths helps motivate improved performance in areas they already excel at.
Retention: Regular performance assessments help identify high-potential employees. Providing feedback that emphasizes strengths and opportunities for growth increases retention of top talent.
Development: Understanding strengths provides insight into where employees will be most receptive to additional learning, skills building, and leadership opportunities. Reviews help create tailored development plans.
Compensation: Information from reviews often factors into compensation adjustment discussions. Reviews ensure pay is linked to an individual's actual performance level and positive contributions.
When creating templates, include the following core elements focused on strengths:
Include identifying details like name, title, review period dates. Clearly indicate who is being reviewed and who conducted the review.
List the key duties and expectations to provide context for the employee's strengths.
Establish a simple numerical or descriptive rating scale that will be used to score different strengths consistently.
Identify the dimensions of strengths that will be assessed such as communication, problem-solving, initiative, teamwork, customer service, etc.
Provide space for specific examples and comments highlighting what an employee excels at. Be detailed, objective and avoid generic phrases.
Include a section where managers can suggest developmental stretch assignments or projects building on an employee's strengths.
Incorporate fields for jointly setting new goals focused on amplifying strengths over the next review period.
Request electronic or physical signatures from the reviewer and reviewee to finalize the assessment focused on strengths.
Here are answers to some frequently asked questions about addressing strengths:
While improvement areas should also be discussed privately if needed, the review meeting and template itself should primarily focus on positively reinforcing what an employee does well through concrete examples. Brief discussions of weaknesses can be had after.
Focusing on specific, observable and measurable examples of a strength in action helps avoid generic phrases like "good communicator." For example, "Successfully presented quarterly results to senior leaders" vs. "good presentation skills."
Most experts recommend highlighting 2-5 key strengths depending on the employee's role and tenure. Focusing on a select few allows for more meaningful discussion rather than superficial coverage of all strengths.
Examples include expanding the scope of a current project to take on more responsibility, taking on a leadership role for an initiative that aligns with communication strengths, or developing skills in a complementary area to fully round out a particular strength.
Explain the developmental purpose and keep feedback focused professionally on job-relevant examples rather than personal praise. Ask for the employee's preferred tone and emphasize a strengths-based discussion as collaborative not evaluative.
Here are two sample strengths-focused performance review templates to use as guides:
Employee Information: Name: John Doe
Title: Sales Representative Review Period: Jan 1 - Dec 31, 2022 Manager: Jane Smith
Core Responsibilities:
Performance Rating Scale: 1 - 5 scale
Strengths Categories:
Comments: Client Relationships (4): John has exceptional rapport with clients and always receives positive feedback. He settled a large disputed claim for a key client last quarter.
Sales Performance (5): John exceeded his sales target by 25% last year and brought in 3 new strategic accounts.
Development Areas: Train to become a certified product expert to increase technical knowledge and credibility with clients.
Strengths-Based Goals:
Obtain product certification and take on training/mentoring role for new sales hires to leverage client relationship and sales strengths.
Employee Information: Name: Susan Lee
Title: Customer Service Rep Review Period: Oct 1 - Sep 30, 2022
Manager: Michael Johnson
Core Responsibilities:
Performance Rating Scale:
Exceeds, Meets, Needs Improvement
Strengths Categories:
Comments: Customer Satisfaction (Exceeds): Susan consistently receives 5 star reviews and feedback. She resolved a complex multi-department issue for a VIP client.
Communication (Exceeds): Susan has a warm, friendly phone manner and always ensures customers fully understand resolutions.
Development Areas: Shadow sales team to continue expanding product expertise.
Strengths-Based Goals: Take on additional training role and assist with weekly customer surveys to further leverage communication and customer service strengths.
Employee Information: Name: Robert Miller Title: Office Assistant
Review Period: Jul 1 - Jun 30, 2022 Manager: Susan Wong
Core Responsibilities:
Performance Rating Scale: 1-5 scale
Strengths Categories:
Comments: Work Habits (4): Robert is very organized and efficient. He has developed a filing system that has improved department workflow.
Communication (5): Robert is friendly, polite and courteous with all visitors and callers. He has a knack for making people feel welcome.
Development Areas: Continue improving administrative computer skills through online courses.
Strengths-Based Goals:
Shadow other departments and take on additional reception duties to further develop communication strengths through expanded interactions.