Performance review template filled in from your notes
Review season usually means a blank form and a vague memory of the last twelve months. Paste your notes, one-on-one docs or project list and your todo.is agent turns them into a balanced review with concrete examples, fair ratings, clear goals for next year and talking points for the meeting.
The prompt
- Write a performance review for [EMPLOYEE NAME AND ROLE] covering [REVIEW PERIOD]. Here are my notes on their work, wins and problems: [YOUR NOTES OR ATTACHED DOCUMENTS]. Our rating scale is [RATING SCALE]. Structure it as: overall summary (3 sentences), ratings for [COMPETENCIES TO RATE] with one specific example each, key achievements, areas to grow (phrased constructively, with an example and a suggestion), 3 SMART goals for the next period, and support I will give. Use the SBI format (situation, behavior, impact) for feedback. Avoid vague words like attitude or personality, and do not mention anything not in my notes. Also give me 5 talking points and 3 open questions for the review meeting. Deliver it as a Word file.
What to change
- [EMPLOYEE NAME AND ROLE]: e.g. "Priya Nair, Senior Account Manager".
- [REVIEW PERIOD]: e.g. "January to December 2026" or "first 6 months".
- [YOUR NOTES OR ATTACHED DOCUMENTS]: Bullet notes, or attach 1:1 notes, a self-review, KPIs or a project list.
- [RATING SCALE]: e.g. "1 to 5" or "Below / Meets / Exceeds expectations".
- [COMPETENCIES TO RATE]: e.g. "client results, communication, ownership, teamwork".
Example result
- Performance review: Priya Nair, Senior Account Manager
- Period: January to December 2026 | Reviewer: Daniel Moss
- Overall summary
- Priya had a strong year. She kept 96% of her accounts, grew two of them significantly and became the person new hires go to for help. Her main growth area is delegating and planning ahead before quarter-end.
- Ratings (1 to 5)
- • Client results: 5. She led the Corvane renewal and an upsell that doubled the account's yearly value.
- • Communication: 4. Her quarterly business reviews are clear and data-led. Internal updates sometimes arrive late.
- • Ownership: 4. She fixed the broken onboarding handoff in Q2 without being asked.
- • Teamwork: 4. Mentored two new account managers through their first 90 days.
- Key achievements
- • 96% logo retention across 31 accounts
- • Built the renewal checklist now used by the whole team
- • Shortened onboarding handoffs from 10 to 4 days
- Areas to grow
- • Delegation. In Q4 (situation), Priya prepared all five renewal decks herself (behavior), which led to two late internal reviews (impact). Next year, hand first drafts to the junior AMs and review them.
- • Forecast accuracy. Her Q3 forecast missed by 18%. Updating the CRM every Friday would help.
- Goals for 2027
- 1. Keep logo retention at or above 95% across her book.
- 2. Coach one junior AM to own 5 accounts independently by June 30.
- 3. Keep the quarterly forecast within 10% of actual results.
- Support from me
- • Monthly coaching session on forecasting
- • Budget for the negotiation course she asked about
- Talking points
- • Start with the Corvane result and the checklist
- • Ask how she felt about her workload in Q4
- • Agree on which accounts move to the junior AMs
- Questions to ask
- • What would make next year easier for you?
- • Which skill do you want to build most?
- • What should I do differently as your manager?
How to do it with todo.is
- Copy the prompt and fill in the employee, period, scale and competencies.
- Paste it into todo.is and attach your 1:1 notes, the self-review or KPI exports.
- Your agent writes the review in SBI format with goals and meeting talking points, as a Word file.
- Read it carefully, fix anything that does not match your experience, and ask for a softer or firmer tone if needed.
Tips for a better result
- Feed it notes from the whole year, not just the last month. Recency bias is the most common review mistake.
- Every rating should have one concrete example. If you cannot find one, the rating may be a guess.
- Keep the feedback about behavior and results, never personality.
- Make goals measurable with a date. "Improve communication" is not a goal.
- Turn on a recurring to-do that asks you every Friday for one note per report. Next year's review writes itself.
performance review template: FAQ
- What should a performance review include? A summary, ratings or assessments per competency with examples, achievements, growth areas, goals for the next period and the support the manager will give.
- What is the SBI feedback model? Situation, behavior, impact: describe when it happened, what the person did and what effect it had. It keeps feedback factual and easier to act on.
- Can I use this for a self-evaluation? Yes. Change the prompt to "write my self-review" and attach your own notes and results. Your agent will write it in the first person.
- Is my employee data private? Files you attach stay in your own agent workspace and only your agent uses them. Still, share only what the review needs.
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