Survey · Other
Employee performance survey template
A survey the people around an employee fill in, so the review draws on more than one view. Only their manager is asked about agreed goals, a missed goal gets asked what got in the way, and everyone gives a real work example, rates the same skills and names one specific thing to improve.
Try it live
Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
Hi! You've been asked for input on a colleague's performance ahead of their review. It takes about five minutes, and specific examples help far more than general praise or criticism.
Whose performance are you giving input on?
How do you work with them?
How did they do against the goals you agreed for this period?
What got in the way of the goals they didn't reach?
Describe one piece of their work from this period that stood out. What did they do, and what came of it?
From what you've seen, how do they do on each of these?
How easy are they to work with when things get busy?
What should they keep doing?
What's one thing that would make them more effective? Be specific, and kind.
Where do you think they'd benefit most from development?
How should your input be shared with them?
Ends with
Thanks, your input is in
The flow
Where each answer leads. Every route here is editable once the form is yours.
Short text
Single select
Single select
Long text
Long text
Matrix
Opinion scale
Long text
Long text
Multi select
Single select
What this template uses
- Short text
- Single select
- Long text
- Matrix
- Opinion scale
- Multi select
- 8 branches
Questions to consider
- Who should be asked for input on each person: only their manager, or also two or three colleagues and anyone they manage?
- Do the skill rows match what your organisation actually reviews against for this role?
- Will the employee see the answers word for word, as a summary, or only through their manager?
- Do colleagues know the goals well enough to comment on them, or should that stay with the manager as it does here?
How to use the responses
Filter the responses by the employee's name and read them side by side before the review. Look for points that more than one person raises, since those carry more weight than a single comment, and note where the manager's view differs from colleagues'. Turn the work examples into specific praise and the "one thing to improve" answers into one or two development goals. Respect the sharing choice each person made when you pass their words on.
How to customize and share it
- 1Rename the skill rows to your organisation's competencies or values, and add the review period to the greeting.
- 2Replace the name question with a dropdown of the people being reviewed this cycle if you run it for a whole team.
- 3Send each reviewer the link a week or two before the review meeting, and remind them that examples matter more than ratings.
Frequently asked questions
What should an employee performance survey include?
Progress against agreed goals, a real example of the person's work, ratings on the skills the role needs, and one specific thing that would make them more effective.
Who should give feedback on an employee's performance?
Their manager at least, and ideally a few colleagues who work with them closely. This template asks each person how they work with the employee, so their answers can be read in that light.
Should performance feedback from colleagues be anonymous?
Give people the choice. Some are more candid without their name attached, others are happy to stand behind their words. The last question lets each reviewer decide.
Is this the same as a self-assessment?
No. This survey collects other people's view of the employee. Pair it with a self-review so the conversation can compare the two.