Year-End Reviews: Best Practices, Sample End of The Year Review Questions + Free Template

Year-end reviews are the perfect checkpoints to assess performance and overall progress. As a great opportunity for gathering insight on performance and progress throughout the year, year-end reviews are a great time to reflect back on the past 12 months.

But what are they exactly? They are a structured approach to assessing the year before for both managers and employees to discuss goals, accomplishments, and areas of improvement. They are a necessity to help improve on the year ahead. In this article, we'll be giving you example questions to ask and a template as well, so let's get to it!

How To Create A Year-end Review Template For Employees?

Follow along as we go through the steps of how you can create a review template that is comprehensive enough for impactful insights for your employees.

1. Define the Purpose and Objectives

Having a clear understanding of what you want to achieve with the review is a must. This simple piece of information will give you the direction you need in order to reach actionable feedback. Is it to asssess overall performance for example? Or are you looking to identify growth areas,, or set future goals? Understanding your purpose with the review with claritty, will ensure that the review aligns with your overall objectives as an entity.

2. Make Sure to Include Key Sections

To be a comprehensive year-end review, your assessment should include the following key areas:

• Personal Information: Employee name, role, and review period.
• Goal Evaluation: Space for listing and evaluating the goals set at the start of the year.
• Performance Feedback: Sections to discuss accomplishments, challenges, and areas for improvement.
• Skills Assessment: A rating scale for evaluating key skills and competencies relevant to the employee’s role.

3. Add Specific and Actionable Questions

Gathering meaningful feedback happens only through meaningful questions. So, to ensure impactful results, you could try asking questions like;

• “What achievements are you most proud of this year?”
• “What obstacles did you encounter, and how did you handle them?”
• “Where would you like to improve in the next year?”These questions should encourage self-reflection and provide managers with insights for personalized feedback.

These questions will bring valuable insights to the surface and help create a more meaningful assessment period. We will have more questions like this below our article as well!

4. Set New Goals for the Upcoming Year

Make sure to end the review with a section for setting clear, measurable goals for the year ahead. At the end of the day, no review cycle is static. The whole idea behind them is to create a space that is reflective enough so that you can evolve through your findings. In that sense, setting new objectives for the new year, will allow your employees to have a sense of direction and a clear roadmap for the future. You can also opt for designing performance improvement plans while you're at it as well!

‍

Following these simple yet effective steps will allow you to prepare appropriately for year-end reviews and get the most out of the insights your workforce has to offer in order for you to prepare for the next year, setting yourself up for success!

Download A Free Year-end Review Template

‍

‍

‍

With a year-end review like this, you can have a comprehensive assessment that is productive and goal-oriented. Goal evaluation is crucial to have a well-rounded understanding of the past year. This section will provide unique insights on whether or not your goals reflected your accomplishment and challenges. Feedback is also a key part in this. Including both the employees' managers' comments will strenghten your understanding of the evaluation.

In addition, including a self-assessment is extra valuable to core competencies, in order to create a safe and reflective space for employees to evaluate their own performance, highligting areas of imrpovement and achievements themselves. Last but not least, with a section on goal-setting, the upcoming year can be strategically planned with both employees and managers present, ensuring alignment.

You can utilize this template in a variety of ways, as your team needs it and even customize it as necessary. We also have examples of different year-end review questions you can choose from right in this article!

How To Digitize & Streamline Your End of The Year Reviews?

Why Microsoft Teams specifically? Because it is one of the if not most versatile collaboration and communication platforms for organizations regardless of whether they are remote or not.

When conducting performance reviews, however, Teams isn’t enough on its own. That is why we will be taking advantage of the best performance review software in the Microsoft Teams ecosystem: Teamflect.

So let’s fire up Microsoft Teams and explain step by step how you can use Teamflect to conduct annual reviews.

Step 1: Make Your Way to the Reviews Module

Teamflect’s “Reviews” module is rather easy to navigate. In order to send an annual performance review template out to your employees. All you need to do is enter the reviews module as shown below and click “New Review” to initiate a brand new performance review.

The reviews module is home to all the performance reviews about you and your team:

Step 2: Selecting The Right Review Template

Teamflect has an extensive library of performance review templates for you to choose from. While they are ready to be used as is, you can always customize them to fit your organization’s needs.

Some of the ways you can customize Teamflect’s review templates include:

• Changing question types: Open-ended, Multiple Choice, Likert Scale, Rating, etc.
• Integrating goal completion rates.
• Integrating 360-degree feedback data.
• Including an employee development plan.
• Creating a custom evaluation criteria
• Adding the 9-Box Talent Grid.

Step 3: Fill Out The Review Template

Once you send out your annual performance review templates, all that is left to do is to fill them out. If you’ve included a self-review section, the reviewee will have to submit their self-review as well. Both parties can fill out the performance review template without having to leave Microsoft Teams.

*Best Practice: Automate Your Review Cycles

Teamflect allows users to automate review cycles at their desired frequencies. While we’ve shown you the manual way of starting a review cycle above, automating period-based performance reviews such as 30-60-90 day reviews or in this particular case, annual reviews is always the best possible practice.

Teamflect users have the option to create custom automation scenarios for any performance review template of their choice.

Automating period-based performance reviews both saves leaders a lot of time and effort, and reduces the risk of making any mistakes while conducting annual reviews.

You can start conducting your performance reviews inside Microsoft Teams by clicking the button below!

‍

Use the best performance review software for Microsoft Teams.

Try Teamflect for Free

No credit card required.

‍

‍

End Of The Year Review Question Examples

Accomplishments and Contributions:

This section is dedicated to highlighting your proudest achievements over the past year. With such questions, you'll be able to understand your top successes, projects where you excelled, and how your work has positively impacted the team or organization as a whole.

1. What are you most proud of accomplishing this year?
2. Can you provide specific examples of projects or tasks where you excelled?
3. How did your work positively impact the team or the organization as a whole?

Goals and Objectives:

In this part, the questions will assess the goals set at the start of the year and your progress toward them. It’s important to understand challenges you faced in order to plan ahead later on.

4. Did you achieve the goals we set at the beginning of the year? If not, what were the challenges you encountered?
5. What progress did you make toward your professional development objectives?
6. How do you plan to adjust or set new goals for the upcoming year?

Self-Improvement and Skill Development:

This section explores the steps you’ve taken to improve your skills and any plans for future growth. In order to support your continuous development and identify training opportunities, such questions will be a great aid.

7. Have you taken any steps to develop new skills or improve existing ones?
8. Are there any training or development opportunities you would like to pursue in the future?
9. How can we support your professional growth and development?

Challenges and Areas for Improvement:

Here, we focus on understanding the significant challenges you faced during the year and areas that might need improvement. These types of questions help provide better support and strategize for success.

10. What were the most significant challenges you faced during the year, and how did you address them?
11. Are there any areas in your role where you believe you need improvement? If so, how do you plan to address these areas?

Communication and Teamwork:

Effective communication and teamwork are key to long-term success. This section reviews how well you collaborated with colleagues, any successes in teamwork, and challenges faced in relationships throughout the year.

12. How effectively did you communicate with colleagues and team members throughout the year?
13. Can you share any examples of successful collaboration or ways you contributed to the team’s success?
14. Are there any challenges or conflicts that you encountered in your working relationships, and how were they resolved?

Time Management and Productivity:

This set of questions evaluate how you managed your workload and productivity. Sharing strategies that worked and areas for improvement helps in setting better practices for the future.

15. How well did you manage your time and workload during the year?
16. Were there any strategies or tools you found particularly helpful in improving your productivity?
17. What steps will you take to enhance time management in the future?

Feedback and Development Needs:

Feedback is crucial for continuous improvement and organizational growth. This section allows you to share your thoughts on the organization and identify areas where you need more support or feedback.

18. What feedback or suggestions do you have for our team or organization?
19. Are there any specific areas where you would like to receive more guidance or feedback?
20. How can we support your career development?

Job Satisfaction and Work-Life Balance:

Work-life balance is the key that ties it all together. So, this section focuses on understanding current satisfaction levels and identifying ways to improve well-being within the company.

20. On a scale of 1 to 10, how satisfied are you with your current role and work environment?
21. How do you perceive your work-life balance, and are there any improvements you’d like to see in this regard?
22. What can we do to enhance your job satisfaction and well-being?

Long-Term Career Goals:

This section discusses your long-term aspirations and how your current role fits into them. These questions aim to understand career trajectories and provide necessary support for advancement along the way.

23. What are your long-term career goals, and how do you see your current role aligning with them?
24. Is there any support or opportunities you need to advance in your career within the organization?

Expectations for the Coming Year:

Looking ahead, this section will help set a roadmap for success in the coming year, outlinining your expectations and how the company can support your goals.

25. What do you hope to achieve in the next year?
26. How can we best support your success in the coming year?
27. What specific actions or changes can we implement to help you reach your goals?

Closing Words

At the end of the day, the year-end review process, a critical component of employee engagement, can be effectively streamlined using a comprehensive “End of Year Review Template.” This template serves as a guiding framework for both managers and employees, ensuring thorough and meaningful “Year End Performance Reviews.”

By reflecting on the past year using a structured “Year in Review Template,” organizations can facilitate constructive discussions, recognize achievements, and set goals for the upcoming year. Implementing these practices enhances the overall effectiveness of “End of Year Reviews,” contributing to a more engaged and productive team.