A Performance Review is a formal, scheduled evaluation where a manager assesses an employee’s job performance, accomplishments, and development over a specific time period. It serves as a structured opportunity to reflect on past performance, recognize achievements, and identify areas for improvement. Modern performance reviews are increasingly forward-looking and collaborative, focusing not just on evaluation but also on employee engagement, motivation, and alignment with organizational values.
Many companies now supplement annual reviews with ongoing check-ins and real-time feedback to create a more agile and supportive performance culture.
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Key Facts
- Scheduled: Typically occurs annually, semi-annually, or quarterly.
- Evaluation-Based: Focuses on achievements, challenges, and areas for improvement.
- Linked to Goals: Compares employee results against pre-set objectives or expectations.
- Influences Decisions: Used in promotion, compensation, and development planning.
- Two-Sided: Often includes employee self-assessment and discussion with the manager.
1. Why are performance reviews important?
They provide structured feedback, promote improvement, and inform decisions about raises, promotions, or development needs.
2. What is usually discussed in a performance review?
Performance metrics, strengths, weaknesses, goal attainment, and future objectives.
3. How are employees rated in a performance review?
Often using a scale (such as exceeds expectations, meets expectations, needs improvement) or narrative feedback.
4. What role does the employee play?
Employees typically complete a self-evaluation, share achievements, and collaborate on future goals.
5. Can a performance review include negative feedback?
Yes, but it should be constructive, focused on behaviors (not personality), and paired with improvement strategies.
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