Managers' one-stop shop

This space is used to record any complaints or incidents in which the employee was involved.

Categorize feedback based on 🔴problem areas, 🟠 missed deadlines and 🥵attitude. For each feedback entry, provide detailed notes, including specific examples, dates, and any relevant context.

Encourage an open dialogue about performance and emphasize the constructive nature of feedback. (If yes, add a date)

Make sure your feedback follows the following criteria:

Keep in mind that feedback is a tool for continuous learning and to encourage employees to believe in their abilities and improve their performance.

Provide any pictures, documents, screenshots, or other supporting materials that offer information about the incident or issue.

Here you can find all your objetives 📌📌

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We often think of learning as something that only happens in school or at the beginning of our careers. But the truth is, learning is a lifelong journey, and it's especially crucial in the workplace.

Continuous Improvement: Your Engine for Growth

Every day is a new chance to learn something. It might be a new software tool, a communication skill, or a more efficient way to approach a task. Investing time in learning and improving isn't a luxury; it's a necessity. It keeps you relevant, opens doors to new opportunities, and helps you face challenges with confidence. Don't settle for what you already know. Actively seek the next challenge, the next skill, and the next piece of knowledge that will take you to the next level.

🪴 Indicate all the details here. [Remove or edit]

✔✔ Indicate the details. Also add each annual habit as a task and indicate the date. [Remove or edit]

🧩 Role Expectation Template

Role Title: [Job Title]

Reports To: [Manager or Role]

Collaborates With: [Other roles or teams]

The [Role] is responsible for [key function] to help [company/team] achieve [business outcome]. Success in this role means [specific outcome] This role requires [examples: proactive communication, regular updates, and close collaboration with the marketing, design, and engineering teams.within [time frame or scope]].

⚙️ Key Responsibilities

[Verb] + [what needs to be done] + [expected outcome] Example: Lead cross-functional projects to ensure timely product delivery.

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Your performance isn't just measured by final results. We also value your level of collaboration, your attitude, your effort to improve, and your proactivity. These elements are fundamental to our collective success.

We understand that some things are out of your control. That's why your evaluation will always focus on what you can control. For example, we don't measure the success of a collaboration based on whether it worked out for both parties; instead, we look at whether you put in your best effort, maintained a positive attitude, and followed the established collaboration guidelines.

Our goal is to give you fair and constructive feedback, recognizing the effort and dedication you show in every interaction and in your professional development. We want you to focus on your growth, knowing that we value every step you take to improve. 🤝🧡💛✍🦾💥

Direct Reports

Start by adding the names of your direct reports. Each column is one team member you’re responsible for. Add their name and any notes you need. Watch the video below!

👉 Important: make this project private.

Decide how often you have 1:1s with each person (bi-weekly, monthly, or another rhythm).

Go to the board and select the style you prefer for taking notes and leading your 1:1s — whiteboard or list. Choose the one that fits the way you work, edit it, and make it your own.

Then, assign yourself as leader, set a start and due date, and make it recurring. Your 1:1s will be fully planned ahead.

Define the objectives you expect each employee to achieve. Set a date for when these goals and expectations should be shared with the employee (usually after company goals are clear). Add one per employee.

👤Performance Reviews

Add a performance review and schedule it for whenever you want to provide feedback, review salary, effort, direction, career path, etc.

👣Career Path & Development

Add and schedule any career path conversations or development sessions.

Include group efforts like team surveys or team pulse checks to evaluate how people are feeling and identify dysfunctions. You can use default team surveys already made — just schedule them when you want them to run.

⚠️ Make sure each survey is set to “collaborators can’t see each other’s answers” and disable cursors. Invite team members as collaborators, and double-check the project is private.

Define how this employee has performed and worked overall during this period.

Define how this employee has supported the team and helped stay focused on team priorities to effectively help the team and the organization grow and succeed based on the defined plan.

⭐ From 1 to 8, with 8 being excellent ⭐⭐⭐, how good was this employee at staying on top of priorities, understanding urgent matters, organizing their time, and helping bring clarity to the rest of the team when distractions appeared?

The ability to work harmoniously with others, contributing positively to group efforts, sharing information, supporting team members, and collectively achieving common goals.

⭐ From 1 to 8, with 8 being excellent ⭐⭐⭐, how good was this employee at team collaboration?

- Honesty: Truthfulness and transparency in communication, presenting information accurately and without deceit.

- Integrity: Adherence to strong moral and ethical principles, maintaining consistency and fairness in actions and decisions.

Someone who shows honesty and integrity demonstrates the ability to discuss issues as they arise with the intention to solve them, does not talk behind people's backs or create conflicts, shows integrity in their work, gives people the support and acknowledgment they deserve, acts without ego, and does not take advantage of the system or lie about their work. ❤️ From 1 to 8, with 8 being someone with high integrity and honesty at work, how would you rate this employee?

Team dynamics, relationships, value provided to the team, empathy, etc.

How much effort has this employee put into supporting the team and creating a healthy and welcoming environment? Is this employee empathetic towards others? Does this employee use positive language when talking about others? Does this employee cooperate to support others in areas outside their usual tasks? From 1 to 8, with 8 being someone who regularly empowers other team members, helps create a better workspace, and goes out of their way to support others, how would you rate this employee?

How does this employee fit the culture and values of the organization?

The ability to express ideas, thoughts, and information clearly and concisely, ensuring that the message is understood by others. Maintaining an ongoing and regular flow of information, updates, and feedback to keep everyone on the loop without relying on meetings. Conveying messages in a way that achieves the intended result, promotes understanding, and minimizes misunderstandings.

⭐ From 1 to 8 ⭐⭐⭐, with 8 being excellent, how would you rate this employee?

The capacity to work autonomously and efficiently, demonstrating the ability to complete tasks and achieve goals without relying excessively on others or creating unnecessary dependencies.

🌋Ability to solve problems and think critically before seeking feedback or relying on others to achieve excellence or make progress.

⭐ From 1 to 8 ⭐⭐⭐, with 8 being excellent, how would you rate this employee?

- The skill to analyze, evaluate, and interpret information objectively, making reasoned judgments and decisions.

- Considering the broader context and interconnectedness of elements, understanding how individual parts contribute to the whole and evaluating things like company constrains, resources, costs, skills, etc

⭐ From 1 to 8 ⭐⭐⭐, with 8 being excellent, how would you rate this employee?

Demonstrating consistent effort, dedication, and commitment to achieving one's best performance, utilizing skills and abilities to their maximum capacity maintaining a positive attitude.

⭐ From 1 to 8 ⭐⭐⭐, with 8 being excellent, how would you rate this employee?

Being proactive and self-driven, showing a willingness to take action and make decisions without waiting for explicit instructions, especially in situations that require leadership or problem-solving.

⭐ From 1 to 8 ⭐⭐⭐, with 8 being excellent, how would you rate this employee?

Overall, has this employee achieved all the objectives set during this period? Choose 8 if they have even exceeded your expectations, and somewhere between 5 and 6 if they have delivered the objectives.

From 1 to 8 🤙, with 8 being excellent(exceeded expectations), how would you rate this employee?

Explain what objectives have been set for this employee, what has been achieved, and what could have been improved.

How can this employee continue to grow and improve in their current role?

Are there any skills that are missing and are key for the role? Are there new skills that will be needed for this employee to grow?

Is this employee leveraging their time properly? Is their velocity appropriate given the quality of their work? Are there any tips or observations you would like to provide?

Give feedback in a constructive manner:

- Information — What’s the behaviour I observed that isn’t working for me?

- Importance — why is it problematic?

- Invitation to change — A a nice way to say, “I’d like you to cut that out.”

- Implications — If you don’t, these are the results I expect will happen, from not being able to work together to firing.

Frame critiques from your own perspective to minimize defensiveness, focusing entirely on observable actions rather than intent. Also, state the exact context, describe the observable behavior, and explain the team or business outcome.

Consider all the information and selections from the team and manager across all steps to create a 2-page performance review document for the employee.

First, outline their effort and achievements regarding their objectives. Next, provide feedback that highlights what they should continue doing, along with areas for growth, improvement, or learning. Ensure the feedback details follow best practices to support personal and professional development.

If possible based on the feedback provided, incorporate:

Performance reviews are an opportunity for us to reflect on your accomplishments, strengths, areas for development, and overall contributions to the team and organization. They provide a platform for open and constructive dialogue about your performance, attitude, and knowledge in your role.

It's important to understand that performance reviews are separate from salary reviews. During your performance review, our focus will solely be on evaluating your performance, acknowledging your achievements, and discussing opportunities for growth and development. We are committed to supporting your professional development journey and helping you reach your full potential within the organization.

👉We encourage you to approach your performance review with an open mind, ready to engage in meaningful conversation about your work, goals, and aspirations. Your feedback and input are valuable to us, and we are here to support you every step of the way.

🙏Thank you for your dedication and hard work throughout the year. We look forward to discussing your progress and charting a path forward together during your upcoming performance review.

Add your notes here.

Consider these as activities and goals for the month, not tasks. You can manage your calendar and tasks accordingly based on the work you need to complete to get there and the processes defined by the team.

These activities will be organized by two categories.

Other tasks, work, and requests will come your way, and it is your responsibility to support other departments and activities. But if those start affecting your top priorities — or leave you unclear on where to put your attention first — discuss it with your manager.

Priorities must always be clear and this space should be updated.