Easily and efficiently supplement employee evaluations with surveys

Our survey template helps managers and employees prepare for performance reviews in an effective, structured, and focused manner. It provides clarity, saves time, and keeps the focus on the issues that really matter.

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Why prepare performance reviews using surveys?

Employee evaluations are more than just a formality — they serve as a compass for growth.

They highlight what’s going well, identify untapped potential, and create space for honest feedback and clear goals.

When used effectively, they boost motivation, build trust, and help foster targeted talent development.

When you supplement this with anonymous surveys, you get a glimpse behind the scenes: How do teams really feel? What motivates them, and what holds them back? Where are there hidden challenges that often go unspoken in conversations?

With our survey template, you can gather exactly this kind of honest employee feedback — structured, anonymous, and easy to analyze.

This creates a genuine picture of the mood that helps managers provide targeted support and effectively drive change.

Together — appraisals and surveys—they breathe new life into teamwork and ensure that everyone feels seen, heard, and supported.

Contents of the template:

Assessment of technical skills
Assessment of interpersonal skills
Questions regarding development potential
Questions regarding motivational factors

Objectives of the survey:

Assess performance transparently
Identify talent
Identify targeted development opportunities
Provide a solid foundation for promotions, transfers, or performance agreements

Helpful features for the survey:

Survey options: Anonymous, partially anonymous, personalized
Invitation options: Link, email, QR code, and more
AI analysis of results, including recommendations for action

Data protection „made in Germany“ (GDPR)

Anonymity function for honest feedback

Frequently asked questions about employee evaluations

What is a performance review?

Employee performance evaluation (also known as employee assessment or personnel appraisal) is a tool for personnel management and employee development.

It refers to the systematic process in which managers evaluate employees’ performance, behavior, competencies and potential.

What are the objectives of a performance review?

1. Goal: Performance Evaluation

The systematic and objective assessment of work performance is a key instrument for identifying individual strengths and weaknesses.

It provides a reliable foundation for personnel decisions such as salary adjustments, promotions, or transfers.

At the same time, it enables continuous monitoring of performance, allowing development potential to be identified early and specifically supported.

2. Goal: Supporting Employee Development

Performance evaluations make it possible to accurately identify training and qualification needs.

This allows for the targeted planning of individual development measures and the strategic management of career paths.

Especially in the areas of talent management and succession planning, performance evaluations play an important role in ensuring that the right employees are supported and developed at the right time.

3. Goal: Feedback and Communication

Regular feedback as part of performance evaluations promotes an open feedback culture between managers and employees.

It creates transparency regarding expectations, enables appreciative recognition and constructive criticism, and contributes to employee motivation and development.

A good communication culture strengthens trust and improves collaboration within the team.

4. Goal: Goal Orientation and Management

Performance evaluations help align individual contributions with the company’s overall objectives.

They assess the level of goal achievement, identify deviations, and provide the foundation for defining future goal agreements.

This promotes a goal-oriented, measurable, and responsible way of working.

5. Goal: Documentation

The written documentation of performance, development progress, and discussion content ensures transparency and protects both employers and employees.

It serves as a reliable foundation for future decisions and provides legal protection in the event of disputes.

Furthermore, it promotes the traceability of individual development over a longer period of time.

6. Goal: Improving Working Relationships

A fair, transparent, and comprehensible performance evaluation significantly contributes to the quality of working relationships.

It strengthens mutual trust, creates clarity regarding expectations, and reduces potential conflicts through open communication.

As a result, not only is the work environment improved, but also team dynamics and long-term employee retention are strengthened.

What are the pros and cons of a performance review?

Advantages of Employee Evaluation

1. Clear Performance Assessment

Objective evaluation of performance and behavior
Identification of strengths and weaknesses

2. Promoting Communication

Feedback discussions improve the exchange between managers and employees
Expectations are clarified and misunderstandings are reduced

3. Employee Development

Identification of training needs and development potential
Support for career planning and motivation

4. Basis for Decision-Making

Transparent foundation for salary adjustments, promotions, or transfers
Better traceability of personnel decisions

5. Increasing Motivation

Recognition of good performance has a motivating effect
Promotion of goal orientation and personal responsibility

Disadvantages of Employee Evaluation

1. Subjectivity and Bias

Evaluations can be influenced by personal biases or preferences (e.g., halo effect)
Different standards may be applied by different evaluators

2. Stress and Anxiety Among Employees

Evaluation discussions can create pressure and uncertainty
Fear of negative consequences can affect openness and honesty

3. Time and Resource Requirements

Preparation and implementation require significant time
Additional effort is needed for documentation and follow-up

4. Risk of Demotivation

Unfair or poorly communicated criticism can have a demotivating effect
Focusing on weaknesses instead of strengths can have negative consequences

5. Potential Conflicts

Criticism can lead to tensions between managers and employees
Without a strong feedback culture, evaluations may be perceived as “control”

What are the reasons for employee evaluations?

Reasons for Employee Performance Appraisal

The reasons for conducting employee performance appraisals are diverse and affect both the interests of the company and the development of employees.

Here are the most important reasons:

1. Reason: Performance Evaluation

Objective assessment of work performance
Identification of high performers and employees with performance challenges
Basis for performance-based compensation or bonuses

2. Reason: Goal Tracking and Review

Evaluation of whether agreed goals have been achieved
Promotion of goal orientation and accountability for results
Adjustment of future goals and objectives

3. Reason: Employee Development

Identification of strengths and areas for improvement
Planning of training and development measures
Support for career planning and talent development

4. Reason: Feedback and Communication

Promotion of open communication between managers and employees
Clarification of expectations on both sides
Employee motivation through recognition and constructive feedback

5. Reason: Management Tool

Management of employee deployment and collaboration
Basis for transfers, promotions, or disciplinary actions
Improvement of the work environment through transparent evaluation

6. Reason: Documentation and Traceability

Written documentation of performance and development progress
Evidence for legal disputes or internal decision-making processes
Comparability across different time periods

7. Reason: Strategic Workforce Planning

Support for succession planning and team development
Identification of high-potential employees for key positions
Needs analysis for recruitment or organizational restructuring

These criteria can be adapted or weighted depending on the company, position, and performance evaluation system.

Often, rating scales (e.g., from 1–5 or school grades) are also used to standardize evaluations and improve comparability.

What are the stages of the employee evaluation process?

1. Phase: Preparation

Preparation is crucial for a successful and fair performance appraisal. This phase establishes the foundation:

Defining the evaluation criteria and methods
Collecting relevant information (e.g., performance data, observations, feedback)
Scheduling the appraisal meeting
Informing employees and, if applicable, asking them to prepare a self-assessment

2. Phase: Creating the Assessment

In this phase, the manager systematically evaluates the collected information:

The supervisor assesses performance and behavior based on the defined criteria
Documentation of the evaluation (e.g., written appraisal form)
Inclusion of additional feedback sources (e.g., 360-degree feedback) if available

3. Phase: Performance Review Meeting

The personal meeting is the core element of the employee appraisal:

Open discussion between supervisor and employee
Discussion of the appraisal results (strengths, weaknesses, development potential)
Joint reflection and clarification of questions
Agreement on goals and development measures for the future

4. Phase: Follow-up

After the meeting, implementation and support take place:
Written documentation of the discussion results (appraisal record)
Implementation of agreed measures (training, coaching, etc.)
Monitoring of goal achievement and progress during the following period

5. Phase: Evaluation

Ensuring the quality of the appraisal process also includes regular review and adjustment:

Regular review of the appraisal methodology and achievement of objectives
Gathering feedback to improve the appraisal process
Adjusting criteria and methods when necessary

What criteria are included in an employee evaluation?

1. Criterion: Professional Competence

Professional competence forms the foundation of occupational qualification and describes the extent to which an employee has the necessary knowledge and skills to perform their tasks.

Key aspects include:

Expertise and qualifications: Level of knowledge in the respective area of responsibility as well as formal education and additional qualifications.
Problem-solving skills: Ability to systematically analyze complex tasks and independently develop solution approaches.
Willingness to learn and develop: Openness to new requirements, technologies, and changes, as well as active participation in training and development programs.
Handling of tools and technologies: Efficient and appropriate use of tools, machines, software, or other work equipment.

Managers additionally require strong management competencies to combine professional challenges with strategic thinking.

2. Criterion: Work Approach

The quality of an employee’s work approach is a key factor for productive and goal-oriented work. Evaluation includes:

Independence and personal responsibility: Degree of autonomy in completing tasks and sense of responsibility.
Goal orientation and prioritization: Ability to structure tasks in line with company objectives and set meaningful priorities.
Care and accuracy: Reliability, error prevention, and quality in execution.
Decision-making ability: Willingness and ability to make well-founded decisions, even under uncertainty.

3. Criterion: Work Performance

Actual performance is evaluated based on quantitative and qualitative characteristics:

Quality of work: Professionally correct, precise, and customer-oriented results.
Quantity of work: Output per unit of time, adherence to deadlines, and punctuality.
Efficiency / Time management: Conscious and economical use of time and resources.
Innovation capability: Creativity, idea generation, and constructive contributions to improving existing processes.

4. Criterion: Social Behavior

Social behavior influences teamwork and the external image of an organization.

Evaluation aspects include:

Teamwork: Constructive cooperation, willingness to collaborate, and support for colleagues.
Communication skills: Clarity, openness, and appropriateness in written and verbal communication.
Conflict management: Ability to address tensions objectively and in a solution-oriented manner.
Customer orientation: Service mindset and active consideration of customer needs.
Collegiality: Respectful interaction with colleagues.

5. Criterion: Commitment and Motivation

Engaged employees make a significant contribution to the success of a company.

This criterion assesses:

Commitment and willingness to contribute: Readiness to reliably take on tasks even under challenging conditions.
Resilience / Stress tolerance: Ability to remain focused and productive under time pressure and in exceptional situations.
Initiative / Proactivity: Independently identifying opportunities for improvement and taking responsibility.
Identification with the company: Loyalty, understanding of company values, and interest in organizational development.

A high level of commitment strengthens employee retention and has a motivating effect on the surrounding work environment.

6. Criterion: Leadership Behavior (for Managers)

For employees in leadership positions, evaluating leadership qualities is essential:

Leadership style: Transparency, appreciation, authority, and fairness when dealing with the team.
Delegation skills: Appropriate distribution of tasks according to employees’ competencies.
Employee motivation: Promoting team spirit, individual recognition, and development opportunities.
Goal setting and tracking: Clear communication and consistent follow-up of goal processes.
Employee development: Supporting individual career goals and professional growth.

7. Criterion: Goal Achievement

Achieving measurable results is an objective criterion for performance:

Achievement of agreed goals: Evaluation based on previously defined SMART goals.
Contribution to company success: Impact of individual work on business or strategic objectives.
Project results: Quality, adherence to deadlines, and level of innovation in project-related activities.

These criteria can be adapted or weighted depending on the company, position, and appraisal system.

Rating scales (e.g., from 1–5 or school grades) are often used to standardize evaluations and make them comparable.

What methods and types of employee evaluations are there?

1. Method: Rating Scales (Rating Methods)

Evaluation based on predefined criteria using a scale (e.g. 1 to 5, grading systems)
Well suited for measurable characteristics such as work quality or punctuality
Advantage: Simple, clear and easy to compare

2. Method: Checklist Method

Managers select behaviors or characteristics from a list that apply to the employee
Quick and standardized, but less detailed
Useful as a preparation tool for more comprehensive evaluations

3. Method: Narrative Evaluation

Open-ended, descriptive assessment of an employee’s performance and behavior
Allows for individual and detailed evaluations
Disadvantage: Less objective and difficult to compare

4. Method: 360-Degree Feedback

360-degree feedback is not only provided by the direct manager but also by colleagues, team members and, in some cases, customers
Provides a comprehensive view of performance and behavior from different perspectives
Promotes self-awareness and openness

5. Method: Self-Assessment

Employees evaluate their own performance and development
Promotes self-reflection and personal responsibility
Often combined with an assessment by the manager

6. Method: Goal-Setting Discussions

Evaluation is based on the achievement of individually agreed objectives
Objective and results-oriented
Promotes clear goal definition and motivation

7. Method: Behaviorally Anchored Rating Scales (BARS)

Evaluation based on specific behavioral examples that are linked to rating levels
Combines qualitative and quantitative assessment
Increases objectivity and clarity of evaluations

8. Method: Critical Incident Method

The manager documents significant positive or negative events related to an employee’s behavior or performance
These examples are used as a basis for the evaluation
Advantage: Focuses on specific behavior; disadvantage: time-consuming

Employee Evaluations and Goal-Setting — How Are They Related?

Ziel agreements are often a central component of employee performance evaluations.

In this process, managers and employees agree at the beginning of a specific period (e.g. one year) on concrete, measurable goals that should be achieved.

Step 1: Goal Definition

Together, clear, realistic and understandable goals are defined (e.g. increasing sales, completing projects, customer retention).
Goals should follow the SMART principle (Specific, Measurable, Attractive, Realistic, Time-bound).

Step 2: Progress Review and Support

During the evaluation period, progress toward the goals is regularly reviewed.
The manager supports the employee through feedback, resources or training.

Step 3: Evaluation of Goal Achievement

During the performance review meeting, it is assessed whether and to what extent the agreed goals have been achieved.
Goal achievement is included as an objective criterion in the employee evaluation.

Step 4: Feedback and Development

The results of goal achievement provide the basis for constructive feedback.
Successes are recognized, while challenges and areas for improvement are discussed.
Based on the evaluation, new goals or development measures can be agreed upon.

Advantages of the Combination

Objectivity: Goal agreements create measurable criteria for performance evaluations.
Motivation: Employees know exactly what is expected and can align their work accordingly.
Transparency: Evaluations become more understandable and fair.
Development: Provides clear guidance for professional growth and career planning.

What data protection considerations should be taken into account in employee evaluations?

When it comes to data protection in employee performance evaluations, there are important aspects that companies must consider to ensure that employees’ personal data is protected and legal requirements are met.

1. Aspect: Legal Basis and Purpose Limitation

The collection and processing of personal data must be based on a legal basis (e.g. consent, legitimate interest or employment contract).
The data may only be used for the purpose of employee evaluation and employee development.

2. Aspect: Data Minimization

Only data that is relevant and necessary for the evaluation may be collected.
Unnecessary or excessive collection of information must be avoided.

3. Aspect: Confidentiality and Access Rights

Evaluation documents must be stored securely, for example in encrypted systems or protected HR platforms.
Access to the data should only be granted to authorized individuals (e.g. direct managers, HR department).
Disclosure to third parties is only permitted with the consent of the affected employees or when required by law.

4. Aspect: Transparency and Employee Information

Employees must be informed about which data is stored, processed and for what purpose.
It is recommended to provide clear guidelines or a data protection policy for employee evaluations.

5. Aspect: Retention Periods

Employee evaluations should only be stored for as long as necessary for the intended purpose (e.g. several years according to employment law retention requirements).
After this period, the data must be securely deleted or anonymized.

6. Aspect: Employees’ Rights

Employees have the right to request information about their stored personal data.
They may request corrections if the data is incorrect or incomplete.
Depending on the legal framework, they may also request deletion or restriction of data processing.

How can easyfeedback help me with an employee evaluation?

easyfeedback can support employee performance evaluations in various ways by serving as a practical survey tool that simplifies and professionalizes the feedback process.

Here are some specific advantages and possible applications:

1. Advantage: Data Collection

Easy creation of online surveys to collect feedback on performance, behavior and development
Fast distribution to employees, managers, colleagues or other feedback providers (e.g. for 360-degree feedback)
Automatic summary and analysis of responses

2. Advantage: Structured and Standardized Evaluation