Managers' one-stop shop (Premium)

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.

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.

Category: Team culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Team culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Sense of belonging | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Transparency | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Motivation | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Sense of belonging | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Meeting culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Sense of belonging | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Team culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Patrick Lenconi's book, "The five dysfuntions of a team" identifies these key areas for why teams fail. They are: Absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. To These five we are adding the following: An absence of a sense of belonging, absence of clarity, not enough space and time to think, a team structure or process that is unfair. Choose two 👇👇

Category: Appreciation | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Team culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Motivation | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Team culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Processes | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Processes | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Motivation | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Learning and support | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Learning and support | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Team culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Category: Team culture | 🌱 Strongly disagree 1 — 2 — 3 — 4 — 5 Strongly agree

Here you can find all your objetives 📌📌

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.

✔✔ Indicate the details. Also add each annual habit as a task and indicate the date.

Describe work expectations

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. 🤝🧡💛✍🦾💥

👉1 - Strongly disagree to Strongly agree - 5 | Category: Clarity

👉1 - Strongly disagree to Strongly agree - 5 | Category: Time management

👉1 - Strongly disagree to Strongly agree - 5 | Category: Teamwork

Each team member member writes down what they think went well. 👇

Following the same format, each team member shares anything that didn’t go as planned. What should we do differently?

Any ideas? 👀🔥🔥Once any down-falls have been identified, the team is invited to brainstorm ideas that can be taken to improve problem areas.

Share moments of gratitude and shoutouts for individual team members.👏🙏

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

Your 1-on-1s aren’t about the work. They’re about the person doing the work.

The fastest way to turn a dull check-in into a powerful conversation? 👉 Start asking better questions.

The moment you do, everything shifts.

You create space.

You show you care.

And you uncover what’s been hiding under the surface.

Don’t just ask “How are you?” — go deeper. Try questions like:

💡 “What’s the craziest idea you’ve had about this project that you were afraid to share?”

🦸 “If our product were a superhero, what would its superpower be — and what’s one thing that could make it better?”

⏰ “What’s one daily or weekly routine you could live without?”

🌙 “What’s a dream you have — inside or outside of work?”

These aren’t small talk. They’re the questions that build trust, spark creativity, and help you see the human behind the role.

🤩🎯 Turning Objectives into Actionable Goals

An objective or goal is merely a dream without a strategy and an actionable plan behind it. To achieve success, a team must consciously make decisions to prioritize certain actions, discontinue ineffective efforts, and choose the activities most likely to yield results. This requires outlining a clear plan detailing what will be done, by whom, how, and when.

A great starting point is a focused discussion among the leadership team to align on objectives, overall strategy, and expectations. This guide will walk you through the basics. Let’s break it down step by step.

STEP 1.

Define the Objective🔥

1. Follow the SMART Framework

Start by clearly defining the objective using the SMART (Specific, Measurable, Achievable, Relevant, Time-bound) criteria.

2. Establish the Starting Point

Identify the current status of the objective. For example, if you’re measuring progress by increasing sales margins, document the current margin per sale.

3. Set Realistic and Aspirational Goals

Define a realistic target that you believe can be achieved within the given timeframe, such as one year or five years. Then, set an aspirational goal—one that feels challenging or even unattainable based on current circumstances. This will push the team to think strategically about how to change those circumstances.

1. Clarify the Objective

Ensure everyone understands the objective as thoroughly as you do. This avoids misinterpretation and creates alignment.

2. Define Its Importance

Explain why the objective is critical, why it must be prioritized now, and how it aligns with the broader vision.

3. Set a Timeline

Indicate when the objective should be achieved. For instance, is this a six-month target or a one-year goal?

4. Define Success Metrics

Align on how success will be measured. Choose key metrics that are specific, relevant, and meaningful for tracking progress.

5. Identify the Decision-Maker

Assign a key leader or decision-maker responsible for driving the objective forward.