Download our editable performance review template
The annual appraisal is considered a dying practice – but it just needs to be revived in the right way, and more importantly, undertaken more frequently, to benefit the parties involved.With positive feedback, little and often is the best way to keep employees motivated and inspired. These reviews should be a meeting that employees look forward to because they will either receive praise or constructive feedback that will help them in their careers.An employer who nurtures the progression of their team and shows they care about them is more likely to retain their employees than those who seem apathetic.What is a performance review?A performance review is an assessment of an employee’s performance in the workplace over a certain period. It is typically used to provide feedback on the professional’s strengths, weaknesses, and areas for improvement. It may also include a discussion of the employee’s career objectives and provide guidance on how best to achieve them.Is there a difference between a performance review and appraisal?Performance reviews and appraisals refer to the same type of one-to-one meetings about employee performance and progression. The only difference lies in how they are used: ‘performance review’ connotes an informal meeting between a manager and their employee which focuses on feedback, career progression, goals, salaries and more. Appraisals, on the other hand, often refer to more formal reviews, in which the two parties might, for example, discuss salary.While other performance review templates will have a firm structure, our template can be used periodically, as needed for any type of one-to-one or group discussion regarding goals and areas for development and tailored to the employee. It is fully editable and customisable.What should be included within a performance review?Performance reviews can cover any area of concern employees wish to discuss that might help them improve their work, productivity, skills, or prospects. This might include their progression, goals, salary, benefits, upskilling opportunities, wellbeing and more. The content, context and frequency of the review should be a mutual decision, but the focus should be on the needs of the employee.Usually, there should be some structure to the meeting in order for both parties to benefit. Our performance review template can be used to cover specific areas for the employee’s development and build a progression plan.What questions should a manager ask as part of a performance review?Performance review questions should prompt the employee to speak openly and honestly about their performance and any concerns they have.Here are some performance review question examples:What do you hope to achieve by the next review?What do you feel you have done well / how do you feel you’ve developed since the last review?What do you feel you could have done better and why?Do you have any additional feedback or suggestions for me?What are the different types of performance review?Performance reviews come in various formsFrom self-assessments and one-to-ones to wider evaluations by multiple colleagues. Here are the main examples:Traditional performance reviews involve a manager assessing the performance of their employee, but feedback can go both ways. When an employee evaluates the performance of their manager, it is known as upwards feedback.Self-assessment reviews are undertaken by the individual employee and give them a chance to reflect on their performance from a different perspective, perhaps more objectively.Peer reviews enable colleagues to share their perspective of another’s contribution to the team.360-degree reviews involve more than one assessor, resulting in multiple points of view in one review.Employee performance reviews can happen as frequently as they need to for the best outcomes: perhaps monthly, annually, or quarterly. Individuals may be suited to a mix of the above reviews, according to the level of support needed.Each type of performance review mentioned above can be facilitated by our appraisal template.The benefits of conducting performance reviewsRegardless of how frequently they’re performed or who is reviewing whom, regular performance reviews offer many benefits. If done well, there are no downsides.The overall benefits are:Ensuring employees understand their role and your expectations of themDetermining to what extent employees are meeting those expectationsProviding support and having an honest discussionAcknowledging and rewarding good performanceNurturing your employees’ career progressionIncreasing engagement and longevityMaking time regularly to discuss anything and everything is crucial for transparency and building trust between a manager and their employee.Examples of effective performance reviewsThe most effective performance reviews are those where the person comes away with SMART (specific, measurable, attainable, realistic, time-bound) goals to help them improve in some way before the next review.In any employee review form, there must be structure, but there should also be flexibility to adapt it to the needs of different employees.The fundamentals of a performance review are:Setting SMART goalsHonest and constructive feedbackA safe space for two-way communication and trustAppropriate praise and recognitionOur template provides space to outline key areas of success, development, and focus, to give feedback on skills, and create an agreed action plan with objectives to meet before the next review – whether that’s monthly, quarterly, or annually.Every team is different – that’s why our performance review template is adaptable to your own requirements.Whether you’ve completed many performance reviews in the past, or have yet to conduct one, our template can help you provide the best experience for your employees.Get started with our free template today – download it now.
Logistics CV Template
Build the perfect Logistics, Transportation, and Supply Chain CV with our free template[Full Name][Home address][Contact Number] • [Email Address]Personal StatementThis section is your opportunity to summarise the rest of the CV and convince the recruiter to get in touch. It is important to keep it brief, between 50-200 words, and outline who you are, the skills you have to offer, and your career aim.Steer clear of generic comments such as “I work well in a team and also on my own”. Instead, add specifics that are relevant to your area of expertise (e.g. Category Management, Stakeholder Engagement, and Negotiation).Your final sentence should be a genuine indication of what you are looking for in your next career move. This sentence will help to ensure that you are receiving calls about the right roles which are of real interest to you.I have gained valuable experience in [area of expertise] at [organization name], and have a particular wealth of experience and skills in [specific area]. I graduated in [year] from [university name] with a [degree class] degree in [subject], and am now a [industry] professional.I am looking for a [position you are looking for] opportunity within an [business type/industry] organization, where I can add real value, and which can offer me ongoing progression.EducationThis is your chance to talk about your qualifications, academic and vocational. You should give detail about what you studied, where, and when, and list them in chronological order. If you have many of one qualification, such as GCSEs you might find it useful to group them together.Courses:[Name of Course], [Course Location][Date M/Y – Date M/Y][X type of membership][Relevant seminars/one-day courses]Qualifications:[University Name], [Location][Date M/Y – Date M/Y][Degree type and honors (info on dissertation if relevant)][College/School Name][Date M/Y– Date M/Y]A-levels:[Subject] – [grade][Subject] – [grade][Subject] – [grade]GCSEs:[Number] GCSEs, grades [range], including Maths and EnglishSkillsList any computer skills and systems you have used e.g. MRP. SAP and Excel. For MS packages it’s worth putting your competence level e.g. Intermediate or Advanced.Employment HistoryThis should be brief and, as a general rule of thumb, focus on the last 10 years of your career, or last three roles, in chronological order with the most recent at the top. You should highlight your key achievements and use bullet points rather than lengthy descriptions.[Job Title], [Company Name] [Location][Date M/Y- Date M/Y][A bit about what they do and their turnover e.g. A bespoke manufacturer of electronic components with a turnover of £10 million]Responsibilities:Brief role overviewA breakdown of the products, services, categories that you buy and your spendDetails of any supervisory/management experience you haveMention any systems or tools (e.g. SAP, Kanban, Lean)Implemented [change] which resulted in [benefit]Key achievements:I saved [£X amount] on [service]I renegotiated a contract on [subject] worth [£X amount] and saved [X%] for my companyI implemented [change] which resulted in [benefit]I received an [award name] for [reason]InterestsThis section is not essential to include, but you may wish to have it, depending on the role you are applying for. It could be an opportunity to show a little more of your personality. However, be warned this can be very subjective, ensure anything listed here reinforces your application, and the idea that you’ll be the right fit for the role. If you don’t have any real relatable hobbies, it is probably best to omit this section.ReferencesReferences are available upon request.Download our full procurement & supply chain CV templateAccess the cv template here.
Hospitality resume template
Build the perfect hospitality resume with our free template[Full Name][Home address][Contact Number] • [Email Address]Personal StatementStick to no more than four sentences in this section of your CV.“I am a professionally qualified chef with over 15 years’ experience. During this time I have worked in fine dining restaurants up to a 2 rosette standard and spent two years working for high society event caterers across Europe. I hold an up to date Level 3 Certificate in Food Hygiene, and am now looking for my first Head Chef role.”EducationThis is your chance to talk about your qualifications, academic and vocational. This is a particularly important section for those with little experience. You should give detail about what you studied, where and when, and list them in chronological order.If you have many of one qualification, such as GCSEs or professional qualification e.g. HND in Hotel Management/NVQ Level 3 Professional Cookery etc. you might find it useful to group them together.[University Name][Date M/Y– Date M/Y][Degree Class][Degree Name][College/School Name][Date M/Y– Date M/Y]A-levels:[Subject] – [Grade][Subject] – [Grade][Subject] – [Grade]GCSEs:[Number] GCSEs, grades [range], including Maths and EnglishWork ExperienceTry not to repeat yourself when you are bullet pointing each job. Mix it up, and try to think of different skills/styles of environment you’ve worked in. This should be brief and, as a general rule of thumb, focus on the last five years of your career, or last three roles, in chronological order with the most recent at the top. You should highlight your key achievements and use bullet points rather than lengthy descriptions.October 2010 – PresentSenior Sous Chef, REED Restaurant, London, 3 rosettesBrief overview: [state any promotions you’ve had and your responsibilities e.g. staff training, recruitment, stock/cost control P&L, marketing strategy, managing suppliers etc.]Environment worked within: I worked in a [size of brigade/team] to produce [style of food] in a [establishment e.g. hotel/bar/restaurant] with [status e.g. Rosette, Michelin etc.]. Or I worked on [event/contract catering/food retail/production/New Product Development] with [result].Worked/managed [different sections/departments/teams e.g. F&B, events, reception, general/kitchen, corporate or leisure sales, revenue management etc.]Received a [include achievements e.g. Bib Gourmand/Rosette/Michelin/Trip Advisor score, increase in revenue etc.] for [reason]Hobbies and InterestsIf you are a chef, clients would expect to see that at least one of your hobbies relates to cooking or eating out.If you work front of house it would be advised to include interests in different styles of restaurants or bars, give examples of your knowledge.“I have a keen interest in craft beer and whisky, and have recently discovered The East London Liquor Company.”Make it relevant.ReferencesReferences are available upon request.