Your go-to spot for mid-year and end-of-year reviews. The process is two-way, goal-oriented, and actionable, so every person knows where they stand and how to grow.
Templates
Schedule
- Mid-year reviews: January–June reviews due by June 27.
- End-of-year reviews: July–December reviews due by December 8.
Regular 1:1s still happen throughout the year for ongoing feedback. Managers should set and track goals at the start of each cycle so evaluations tie to clear expectations.
For team members
- Duplicate the Self-Review Template into your private workspace.
- Complete it: key accomplishments, areas for growth, progress toward goals, goals for the next 6 months, support needed, and honest feedback for your manager.
- Submit to your manager 3 days before your scheduled review.
- Be prepared to discuss your self-assessment in the meeting.
For managers
- Review the team member's self-assessment first, starting with their "Feedback for Your Manager" section.
- Duplicate the Manager Review Template and complete: wins and impact, areas for improvement, progress on past goals, new goals, and development/mentorship plans.
- Incorporate peer or contractor feedback as applicable.
- Before the due date, upload all completed reviews to your department folder in Drive: Performance Reviews → Completed Reviews → (Department) → 2026.
- Host a live 1:1 to review both documents together.
- Discuss openly, confirm action items, and share the final document with the employee.
Tips & best practices
- Two-way: both employees and managers give feedback to each other.
- Keep it focused: thoughtful, concise responses; don't make it burdensome.
- Peer reviews: optional but encouraged.
- Goal alignment: tie reviews to OKRs/KPIs set at the start of the cycle.
- Maintain transparency; focus on results, impact, and ownership.