Performance Review Process
People deserve honest feedback delivered with care. This procedure ensures our performance reviews are consistent, constructive, and focused on growth.
Procedure Steps
Follow each step in order. If something does not apply to the current situation, note it and move to the next step. If you find a better way, bring it to your group leader so we can improve the procedure for everyone.
Schedule performance reviews quarterly. Consistency matters — do not let reviews slip because things are busy.
Prepare by gathering input from the team member's direct supervisor, peers, and any relevant project data.
Start the conversation with what the person is doing well. Be specific — not just 'good job,' but 'your framing work on the Johnson project was excellent.'
Address areas for growth honestly and directly. Frame feedback around behaviors and outcomes, not personality.
Set 2-3 specific, measurable goals for the next quarter. Write them down together so there is shared ownership.
Ask the team member: 'What do you need from us to succeed?' Listen. Follow through on what you promise.
Document the review, goals, and any agreed-upon actions. Both parties sign. File it in the personnel record.
Follow up on goals at the midpoint of the quarter. Do not wait until the next review to check progress.
Who This Applies To
Related Procedures
The first days at Eternity Builders set the tone for everything that follows. This procedure ensures every new team member feels welcomed, informed, and connected to the mission from day one.
Investing in our people is investing in the mission. This procedure ensures every team member has the training they need and the growth opportunities they deserve.