Run simple performance reviews

Who this is for

Founder led lower-middle market companies with 5 to 50 million in annual revenue that want a fair and usable review process.

The quick answer

Run monthly one on ones and a quarterly review. Each quarter capture outcomes, what helped or blocked them, and the plan for the next quarter. Once a year align pay and growth paths. Keep forms light. Two pages at most. Use the same few measures across teams so comparisons are fair.

The method in six steps

Set the rhythm
Monthly one on ones for coaching. Quarterly reviews for outcomes and plans. One annual cycle for pay and growth.
Use one template
Two pages. Outcomes and evidence. What helped or blocked. Next quarter plan. Growth and support needed.
Anchor on shared measures
Pick a short list such as revenue, margin, quality, on time delivery, and teamwork. Use the same set across teams.
Coach in the one on ones
Discuss progress, remove blockers, and practice feedback skills.
Decide and document each quarter
Agree on ratings or a simple traffic light. Capture next steps with dates.
Calibrate once a quarter
Leads compare outcomes across teams to keep standards consistent.

Example

A firm moved from long forms to a two page template. Managers spent more time coaching and employees said reviews felt fair.

Pitfalls and fixes

Many templates. Use one.
Reviews that ignore outcomes. Start with results.
No calibration. Hold a short session each quarter.

Checklist

Calendar for one on ones and quarterly reviews
Two page template
Shared measures list
Calibration meeting set