PerformYard

Free Performance Management Audit

Grade your performance review process in 2 minutes and uncover ways to improve it with our free report.

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Your Performance Management Grade

You're crushing it! Your performance process is dialed in and working like a well-oiled machine. Keep it up!

Solid work! You're on the right track, but a few improvements could make all the difference.

You have room to grow. You've got the basics down, but there's real opportunity to take your performance process to the next level.

Your process needs attention. Some good intentions here, but your process is holding you back. A few key changes could make a big difference.

Let's be honest... Your process could use some work. The good news? We can help you turn this around.

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What we love about your performance process

  • Using dedicated performance management software streamlines your process and provides specialized tools for better reviews.
  • PerformYard provides comprehensive performance management capabilities designed specifically for growing companies.
  • Managing reviews through your HRIS provides good integration with employee data and streamlined workflows.
  • Running performance reviews quarterly keeps feedback relevant and timely for better employee development.
  • Monthly feedback cycles ensure continuous improvement and real-time course corrections.
  • Annual reviews provide comprehensive yearly assessments and goal-setting opportunities.
  • Quarterly conversations keep communication flowing and issues from building up.
  • Competency-based reviews help employees understand exactly what skills they need to develop.
  • Project-based reviews provide timely feedback on specific work and deliverables.
  • Regular 1:1 meetings foster strong manager-employee relationships and ongoing development.
  • 360-degree feedback provides a well-rounded view of employee performance from multiple perspectives.
  • Having 21-30 goals per employee shows comprehensive planning and detailed development focus.
  • 11-20 goals per employee provides good balance between comprehensive planning and manageability.
  • 6-10 goals per employee offers solid structure while remaining focused and achievable.
  • Collaborative goal setting ensures buy-in and creates more meaningful objectives that employees are committed to achieving.
  • Having 16+ questions in your review form shows comprehensive evaluation and thorough feedback collection.
  • 11-15 questions provides good depth while remaining manageable for reviewers.
  • 6-10 questions offers solid coverage of key performance areas.
  • Achieving over 85% review completion shows strong process adoption and management commitment.
  • 71-85% completion rate demonstrates good engagement with your performance management process.
  • Having a smooth process without completion challenges shows mature performance management operations.
  • Spending less than a day managing reviews shows efficient processes and good automation.
  • 1-3 days for review management shows reasonable efficiency in your process.

Here's where you have room to grow

  • Using spreadsheets, PDFs, or paper-based processes can lead to inefficiencies, data loss, and scaling challenges.
  • Running reviews only once a year can lead to outdated feedback and missed opportunities for timely course corrections.
  • While twice a year is better than annually, consider moving to quarterly reviews for more timely feedback.
  • Having 5 or fewer goals per employee may not provide enough structure and development opportunities.
  • When managers set goals alone, employees may lack buy-in and commitment to achieving them.
  • When employees set goals alone, they may not align with company objectives and priorities.
  • Without clear goals, employees may lack direction and struggle to align their efforts with company objectives.
  • Having fewer than 5 questions may not provide enough depth for meaningful performance evaluation.
  • A completion rate of 50% or less indicates serious process issues that undermine your performance management effectiveness.
  • 51-70% completion means many employees aren't getting the feedback they need. Focus on removing barriers to completion.
  • When managers forget or deprioritize reviews, it signals a need for better reminders, training, and accountability systems.
  • Too much manual work creates friction and reduces completion rates. Consider automating more of your process.
  • When employees don't see value in reviews, focus on making feedback more actionable and connecting it to growth opportunities.
  • Spending 4-7 days managing reviews suggests opportunities for process improvement and automation.
  • Spending a week or more managing reviews indicates significant inefficiencies that could be addressed with better tools and processes.

Recommended Next Steps

Take the interactive PerformYard demo to see how easy it is to launch reviews, track progress, and report on performance cycles—without all the manual work. Explore the platform at your own pace and discover how it simplifies every step.

Explore The Demo

Recommended Next Steps

Now that you’ve seen what’s working, and what’s holding your process back, let’s turn those insights into action. Your Account Manager is ready to help you implement your recommended improvements.

Schedule a Call with my Account Manager