First review cycle
Nobody here has ever had a review. Where do I start?
Start small: a short form of five to eight questions, a self-review and a manager review, and a real conversation with each person, all within about six weeks. Tell the team what the review is for and how it will be used before anything is sent, and end each conversation with goals so the next cycle has something to measure against. A simple review that happens beats a perfect one that does not.
How managers put it
- “We've got twelve people and nobody has ever had a review.”
- “What questions should a first performance review even ask?”
- “How do I start reviews without everyone panicking that it's about firing people?”
What to do
1.Tell the team why, first
Explain what the review is for, such as clearer expectations, development and fairer pay decisions, and what it is not for. Say how the results will be used before anyone fills anything in.
2.Keep the form short
Five to eight questions: what went well, what was hard, what they want to get better at, what they need from you, and a few about the core of the role. Long forms are the main reason first cycles stall.
3.Self-review, then manager review, then talk
Ask each person to reflect first. Write yours separately. Then sit down together and compare. The conversation is the point; the form is the preparation.
4.Set a timeline and protect it
About six weeks from announcement to final conversations is realistic for a small team. Put the dates in everyone's calendar on day one.
5.End with goals
Finish each conversation with one to three goals for the next period. That gives the second cycle something real to review.
6.Ask how it went
Afterwards, ask the team what worked and what to change. Their answers make the second cycle better and show you listened.
Where LVL Up helps
Review cycles with templates
Create a cycle, pick or adjust a template, and LVL Up collects the self-review and manager review for each person, with peer and upward reviews if you want them.
Reviews linked to goals
Goals set at the end of the first cycle sit on each person's record with status and due dates, and the next review is linked to them.
A drafting assistant for the writing
The AI assistant can draft review text from the goals, feedback and notes already recorded. You edit every word, and requests count against your plan's monthly allowance.
See who has not started
The dashboard shows how far the cycle has got and who has not started, so you chase the right person.
What it does not do
LVL Up runs the cycle and keeps the record; it does not decide ratings, set pay or tell you what anyone deserves. The assistant drafts only from what is already recorded, so a first cycle with little history gets thin drafts. It does not handle payroll or compensation changes.
Common questions
How do I start performance reviews at a small company?
Announce the purpose, use a short form with a self-review and a manager review, hold a conversation with each person and end with goals. Six weeks from start to finish is realistic.
What questions should be in a first performance review?
What went well, what was hard, what they want to learn, what they need from their manager, and a few questions about the core of the role. Keep it to five to eight.
Should the first review be tied to pay?
Many small teams keep the first cycle about expectations and development, and link pay later once people trust the process. If you do link it, say so up front.
How often should we do reviews?
Once or twice a year is common for a small team, with regular 1:1s in between so nothing in the review comes as a surprise.
Related:
Keep the record in one place
1:1 notes, goals, reviews, feedback and recognition for your team, without an HR department. From $29 a month for up to 25 people.
The trial is 14 days with no credit card, then read-only until you choose a plan. See pricing.