Employee Name
Job Title
Employee ID
Department
Review Period Start Date
End Date
Date of Review
Reviewer Name
Reviewer Title
How would you rate your overall performance during this review period?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
What are your most significant accomplishments during this period?
What were some of the challenges you faced, and how did you address them?
What areas do you feel you've made the most progress in?
How effectively did you achieve your goals set at the beginning of this review period?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
For each of your key goals, please provide a brief update on progress, including any roadblocks encountered and steps taken to overcome them.
Have you met your assigned KPIs? | Yes/No | ||
|---|---|---|---|
A | B | ||
1 | Revenue & Growth | ||
2 | Sales Revenue: Total revenue generated by the team | ||
3 | Sales Growth Rate: Percentage increase in sales over a specific period | ||
4 | Average Deal Size: Average value of closed deals | ||
5 | Revenue per Sales Rep: Individual sales performance within the team | ||
6 | Customer Lifetime Value (CLTV): Predicted total revenue from a customer | ||
7 | Sales Process Efficiency | ||
8 | Sales Cycle Length: Time taken to close a deal | ||
9 | Lead Conversion Rate: Percentage of leads converted into opportunities | ||
10 | Opportunity Win Rate: Percentage of opportunities closed as won deals | ||
11 | Sales Pipeline Value: Total value of potential deals in the pipeline | ||
12 | Forecast Accuracy: How well sales forecasts match actual results | ||
13 | Customer Acquisition & Retention | ||
14 | Customer Acquisition Cost (CAC): Cost of acquiring a new customer | ||
15 | Customer Retention Rate: Percentage of customers retained over a period | ||
16 | Customer Churn Rate: Percentage of customers lost over a period | ||
17 | New Customer Acquisition: Number of new customers acquired | ||
18 | Team Performance & Development | ||
19 | Team Quota Attainment: Percentage of the team's sales quota achieved | ||
20 | Individual Rep Performance: Performance of individual sales team members | ||
21 | Employee Satisfaction: Level of satisfaction within the sales team | ||
22 | Training Effectiveness: Impact of training programs on sales performance | ||
23 | Additional KPIs | ||
24 | Upsell/Cross-sell Rate: Success in selling additional products/services | ||
25 | Average Profit Margin: Profitability of sales generated | ||
26 | Market Share: Percentage of the market captured by the company | ||
27 | Lead Response Time: Speed of response to incoming leads | ||
28 | Number of Sales Activities: Volume of calls, emails, and meetings |
If there were any deviations from expected performance, what were the contributing factors?
How would you rate your proficiency in the technical skills required for your role?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Are there any technical skills you'd like to develop further to enhance your performance?
How have you stayed up-to-date with advancements in your field?
How effectively do you utilize your communication, problem-solving, and time management skills in your role?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
In what areas of professional skills do you feel you excel?
Are there any professional skills you'd like to focus on improving?
How would you assess your current level of job-specific knowledge?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
How do you stay informed about changes or updates relevant to your job?
How effectively do you contribute to your team's goals and objectives?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Describe a situation where you collaborated effectively with colleagues to achieve a shared goal.
How do you handle disagreements or conflicts within the team?
How would you rate your communication and interpersonal skills within the team?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
How do you ensure clear and effective communication with your colleagues?
How often do you take initiative to identify and address potential problems or opportunities?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Give an example of a time when you took initiative beyond your assigned responsibilities.
How effectively do you analyze problems, develop solutions, and implement them?
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Describe your approach to solving complex or challenging problems.
What are your professional development goals for the next review period?
What training or development opportunities would be most beneficial to you?
How do you plan to achieve your professional development goals?
What are your overall thoughts on your performance during this review period?
What are your proudest accomplishments?
What areas do you believe you could improve in?
What can your Sales Director do to better support your success and development?
Do you have any feedback for your Sales Director?
This section should mirror the Sales Manager's self-assessment areas, allowing the sales director to provide their perspective on the Sales Manager's performance. It should include:
Overall performance assessment
Specific examples of the sales manager's strengths and areas for development
Goals for the next review period
Sales Director's feedback and comments
Form Template Insight
Please remove this form template insight section before publishing.
Use a balanced approach: Include both quantitative (scales, metrics) and qualitative (open-ended) questions.
Keep it concise: Avoid overly long or complex questions.
Focus on behavior and impact: Ask questions that encourage the employee to describe their actions and the results they achieved.
Make it future-oriented: Include questions about professional development and future goals.
Ensure consistency: Use the same form for all employees in similar roles.
Provide clear instructions: Explain the purpose of the review and how the information will be used.
By using a well-structured performance review form with thoughtful questions, you can facilitate a productive conversation that leads to improved employee performance and development.
To configure an element, select it on the form.