360 performance reviews are crucial for providing employees with insight into how their work is valued by the company as a whole.

Self-evaluations are opportunities for employees to share perspectives on their own performance, actions, and choices.

As part of a comprehensive performance management program, mid-year reviews are a powerful tool for enabling managers and employees to ask questions, address roadblocks, and recognize wins.

Having regular one-on-one conversations between managers and employees is essential to maintaining an open line of communication about job performance and happiness.

Performance improvement plans (PIPs) are designed to outline performance issues and the steps employee need to take to resolve them.

Assessing performance starts with asking the right questions. These sample review questions address leadership, project management, and other criteria.

Quarterly performance reviews are especially valuable for teams focused on short-term priorities and projects.

Peer feedback is a valuable part of the 360 performance review process, it gives colleagues the opportunity to offer praise and constructive criticism.

Performance reviews are a critical part of the continuous feedback process. Use these questions to assess employee performance for the last twelve months.