Practica
HomeAI Challenge Coach
Curriculum
Products
Sign Up
Sign In
Practica
Customers
Management

Performance Reviews

306 people are learning this skill right now!
A performance review is the process of assessing and communicating an employee's job performance. The purpose of a performance review is to identify strengths and areas for improvement, provide feedback to the employee, and set goals for future performance. Performance reviews are typically conducted on a regular basis, such as annually or semi-annually, and involve a discussion between the employee and their manager. Sometimes a performance review includes a "360 degree review", where peers provide feedback in addition to a manager.

  1. Learn Performance Reviews with the Practica AI Coach

    The Practica AI Coach helps you improve in Performance Reviews by using your current work challenges as opportunities to improve. The AI Coach will ask you questions, instruct you on concepts and tactics, and give you feedback as you make progress.

  2. Intro to Performance Reviews

    Performance reviews are a crucial part of an organization's performance management system, providing a means for evaluating and improving employee performance.
    • Andreessen Horowitz logo
      Performance of Performance Reviews

      Steven Sinofsky, Board Partner, Andreessen Horowitz

      Steven describes 5 realities around the performance of individuals, teams, and organizations, which all point to the same conclusion: • some• type of performance review system is needed. He then provides ten of the most common attributes that must be considered and balanced when developing a performance review system.

  3. How to Design Performance Review Processes

    Designing an effective performance review process involves setting clear goals, identifying relevant metrics, and ensuring that the process is fair and consistent across the organization.

  4. How to Execute a Performance Review as a Manager

    As a manager, executing a performance review involves preparing thoroughly, providing constructive feedback, and setting actionable goals for improvement.
    • Airbnb logo
      The Power of Performance Reviews: Use This System to Become a Better Manager

      Lenny Rachitsky, Product Lead, Supply Growth, Airbnb

      Lenny provides a comprehensive 3-step performance review system that he used at Airbnb: 1. Prepare: Gather direct feedback, capture their accomplishments, describe their “superpower”, write a short high-level summary of their performance, identify 1-2 development areas, share a career milestone timeline 2. Deliver: Schedule it, prep the narrative, bring paper copies, share their rating, walk through the details, share Compensation, create a follow-up plan, leave time for discussion 3. Follow-up: Schedule a one-hour monthly Coaching chat, review action items together, adjust as things progress, capture and share examples of what’s going well and isn’t throughout the year
    • Uber logo
      How I Do (Hopefully) Fair Performance Reviews for Software Developers

      Gergely Orosz, Engineering Manager, Uber

      Gergely summarizes his approach to performance reviews, with templates, and covers: • Prerequisites for fair perf reviews: levels, competencies, expectations • Bad performance reviews • Three observations about perf reviews at tech companies • How I do performance reviews: preparation, writing the review, removing bias & delivering it • Example performance reviews - and templates
    • Fundera logo
      Performance Reviews that Don’t Suck

      Jared Hecht, Co-Founder and CEO, Fundera

      Jared covers: • The problems that companies, managers, and employees often run into with performance reviews • An end-to-end performance review process that covers expectations, informal review, and formal reviews • A template that includes an Expectations assessment, Areas of Improvement from Last Review, What Else did the Team Member do Well?, and What Else Can the Team Member Improve?

  5. Performance Reviews for Executives

    Performance reviews for executives require a different approach, focusing on strategic goals and aligning individual performance with organizational objectives. It is essential to consider the unique challenges faced by executives and provide them with the support and resources they need to succeed.
    • Upstart logo
      How Does Your Leadership Team Rate?

      Dave Girouard, Founder & CEO, Upstart

      Dave describes the 6 criteria he uses to review the performance of executives / department leaders: 1. I have a high degree of Confidence that [your function] will consistently execute well. 2. You have the skills, commitment, and Leadership necessary to lead your team for the company we aim to be in two years. 3. You’re chronically discontent with where the company and your department is today. 4. You exercise great judgement and wisdom when it comes to what’s critical to our business. 5. You have a paranoia and sense of urgency matching my own. 6. I’d trust you to meet one-on-one with our most critical constituencies on the most difficult topics.