9 Performance Reviews HR Teams Should Run Before Year-End + Performance Review Checklist

Year-end is crunch time for HR. Performance reviews not only wrap up the year, they set the foundation for growth, retention, and future planning. In this guide, we’ll explore nine types of reviews HR teams should use, how to prepare for them, how to give and receive feedback, and how to follow up with development plans that actually stick.

What is the Point of a Performance Review

The real purpose of reviews isn't just a backward look at what’s already happened but they’re a forward-looking tool to guide careers and align organizations. For HR, they’re also one of the few moments in the year to capture your progress in a structured, documented and fair way.

So how do you make sure performance reviews actually work?

Let’s start with the different types HR should run before year-end.

1. Time-Based Reviews

Time-based reviews bring structure and consistency by anchoring evaluations to key points in the year.

• Year-End Review - Held at the close of the year, this type of review reflects on achievements against company goals. It provides closure for employees and managers and sets the tone for the upcoming year.

  
  

• Annual Review - The most common format, annual reviews take a broad look at employee performance over 12 months. They help HR record progress, plan recognition, and align development with long-term strategy.

  
  

• Quarterly Review - Conducted every three months, quarterly reviews keep performance conversations ongoing. They reduce surprises at year-end and give employees more frequent feedback they can act on quickly.

  
  

2. Audience-Based Reviews

These reviews are based on who provides the feedback, offering multiple perspectives.

• Self-Evaluation - Employees reflect on their own performance before their manager weighs in. This encourages accountability and gives employees a voice in the process.

  
  

• Peer Review - Colleagues share feedback on each other’s work, especially around collaboration and teamwork. This adds insights managers may not always see directly.

  
  

• 360 Review - A full-circle evaluation that combines feedback from managers, peers, and the employee. It’s one of the fairest ways to assess performance because it balances multiple viewpoints.

  
  

3. Goal-Based Reviews

These reviews are centered on outcomes and employee growth.

• Compensation Check-In - Linked to recognition and role expectations, this review ensures employees feel valued and understand what’s expected of them.

  
  

• Goal-Setting Review - Often run at the start of a new cycle, this type of review aligns individual goals with company objectives, giving employees clarity and accountability.

  
  

• Professional Development Review - Focused on career growth, this review highlights skills employees want to develop and shows the organization’s commitment to supporting their journey.

  
  

How to Prepare for a Performance Appraisal

A performance appraisal should never catch anyone off guard. Preparing properly makes the process more meaningful for both managers and employees.

For managers:

• Review the employee’s past work, goals, and progress.

• Set clear objectives for the conversation — both short- and long-term.

• Gather examples to illustrate strengths and areas for improvement.

• Create space for dialogue, not just evaluation.

  
  

For employees:

• Reflect on your own performance honestly.

• Identify key wins, challenges, and areas where you’d like support.

• Think about your career goals and set clear KPIs that align with them.

• Bring examples of achievements or lessons learned to the discussion.

  
  

When both sides come prepared, the review shifts from being a one-way evaluation to a productive, two-way conversation.

How to Give and Receive Constructive Feedback

Feedback is at the heart of every review — but it only works if it’s constructive.

For managers (giving feedback):

• Be specific and tie feedback to real examples.

• Balance positives with areas to improve.

• Focus on actions and behaviors, not personality.

• Link feedback to future goals so employees see a path forward.

  
  

For employees (receiving feedback):

• Listen fully before responding.

• Ask for clarification and examples.

• Take notes to track progress.

• Reframe tough feedback as fuel for growth.

  
  

Handled well, feedback builds trust and turns reviews into genuine development opportunities.

Following Up After Reviews

The real work begins after the conversation. Without follow-up, even the best reviews lose their impact.

Employee Development Plan - A development plan maps out how an employee can grow in their role. It should include:

• Specific goals based on the review.

• Skills and competencies to build.

• Clear milestones and timelines.

• Regular check-ins to adjust as needed.

  
  

Performance Improvement Plan - When an employee is underperforming, a structured improvement plan gives them a fair chance to succeed. It should:

• Identify areas of concern clearly.

• Outline measurable goals and timelines.

• Include regular progress reviews.

• Provide support and coaching to help the employee succeed.

  
  

Follow-up ensures reviews aren’t just words on paper — they translate into action, growth, and accountability.

One Tool to Make It Simpler

Managing reviews across an entire organization can feel overwhelming. That’s why we created the EOY Performance Review Setup Checklist - one resource to help HR teams structure the process from start to finish

Download the EOY Performance Review Setup Checklist here - EOY Performance Review Setup Checklist

Conclusion

Performance reviews don’t just measure the past — they shape the future. For employees, even negative feedback can spark the biggest growth. For HR, reviews bring consistency, fairness, and alignment across the organization.

As year-end approaches, focus on three things: structure (time-based reviews), perspective (audience-based reviews), and direction (goal/process-based reviews). Pair that with preparation, constructive feedback, and solid follow-up, and your reviews become more than a process — they become a driver of long-term success.