- Automation of all evaluation stages
Survey creation, distribution, reminders, data collection, and analytics are all automated. - Flexible templates and no-code builder
A drag-and-drop builder and templates for different types of surveys let you quickly set up evaluations to match your company’s goals. - AI Assistant for question design
With the built-in AI Assistant, you can quickly generate a survey structure and refine key Performance Review questions. - Transparent and user-friendly analytics
Results are available as summary data, charts, trends by fields, and filter-based insights. - Integrations with CRM and other systems
Supports integrations with Bitrix24, amoCRM, SendPulse, Telegram, VK, and more; you can also configure webhooks and API for automated data transfer. - Data security and compliance with Federal Law 152-FZ
The platform ensures data storage and processing on Russian servers, in accordance with personal data protection legislation.
By type of business process
How to automate a Performance Review survey and make it useful
Why is Performance Review important in working with employees
See the strengths and weaknesses of the team
The assessment helps to understand who is consistently showing results, who needs support, and where to find internal reserves for growth.
Give employees clear feedback
People want to understand how they are treated and what is expected of them. Regular feedback removes uncertainty and increases trust.
Make personnel decisions based on data
Promotions, new appointments, and employee development are the result of a transparent and objective assessment.
What does QForm provide when conducting surveys?
All performance assessment features in one convenient tool
How the Performance Review works
Performance Review is a regular process of evaluating employee effectiveness. Its goal is to understand how a person handles tasks, what their strengths are, and where there is potential for growth. Typically, this involves the manager, the employee themselves, and, if necessary, colleagues or subordinates.
Evaluation can follow different models: from classic KPIs and OKRs to competency assessment, behavior analysis, or growth potential. The questions include both quantitative ratings, such as task completion on a scale, and open comments that provide deeper context.
It’s important that the results are actually used. A well-structured Performance Review becomes the foundation for one-on-one meetings, progress discussions, goal setting, and development planning.
In QForm, such a survey can be set up in just a couple of minutes: you choose the structure, add participants, and launch the process. The system automatically collects data, calculates metrics, and presents results in clear, user-friendly analytics.
What is evaluated in the framework of the Performance Review
- Task and goal achievement: how well the employee handles work tasks and meets KPIs or OKRs.
Question: How successfully has the employee achieved their goals during the period? - Professional skills and expertise: the level of knowledge and abilities required for the current role.
Question: How well does the employee master the tools and methods important for their work? - Teamwork and collaboration: ability to work in a team, build communication, and support others.
Question: How constructively does the employee interact with colleagues and partners? - Responsibility and reliability: self-organization, meeting deadlines, and fulfilling commitments.
Question: Can the employee be relied on to complete tasks without constant supervision? - Initiative and engagement: willingness to propose ideas and take on additional responsibility.
Question: Does the employee show initiative and genuine interest in achieving results? - Growth potential: assessment of the ability to develop professionally, take on new roles, or handle managerial tasks.
Question: Is the employee ready to expand their area of responsibility or move to the next level?
How to analyze the results of employee performance assessment
Compare employee ratings
Compare employee self-assessment, peer feedback, and manager evaluation →
Differences in perception help identify misunderstandings or hidden issues →
Find growth areas
Identify 2–3 competencies or skills that received the lowest scores →
Focus on developing them to see results faster →
Track the dynamics
Compare current results with previous evaluation cycles.
This will show how the employee is progressing and where additional attention is needed.
Customize surveys for your company’s needs
1. Create an evaluation format that suits you best: 180°, 270°, 360°, by competencies, KPIs, or OKRs. The flexible survey structure allows you to adapt it for different roles, goals, and levels within the organization.
2. Manage survey logic: assign who evaluates whom, add conditions for displaying questions, configure the form’s availability period and the number of participants. This helps to get honest and balanced feedback.
3. Use different types of questions (scales, checklists, open fields) and analyze results in the desired sample. For example, compare scores across departments or track the dynamics of a single employee over the year.
4. Create templates for recurring evaluation cycles. Save survey structures, participant lists, and survey logic as a template to run Performance Reviews regularly without reconfiguring everything from scratch.
Common errors in Performance Review
The result will disappoint if the process is built incorrectly. Here are the errors that most often get in the way:
Formal approach without purpose
If evaluations are conducted "just because," without a clear goal and follow-up actions, they lose credibility and are perceived as a mere formality.
Lack of transparent criteria
When employees don’t understand what they are being evaluated on, it causes dissatisfaction and lowers motivation. It’s important to clearly explain in advance what is being assessed and why.
Ignoring results
Collecting feedback is only half the task. Without analysis and follow-up actions, survey results are quickly forgotten, and the next cycle begins with distrust.
Other types of employee performance surveys
Performance Review is not the only tool. Companies also use other surveys that provide insights into how employees work, interact, develop, and what they may lack. Each format focuses on a specific purpose, and together they give a comprehensive picture of the team’s state.
Competency assessment
This survey helps understand how well an employee possesses the professional and soft skills required for their role. Competencies include analytical thinking, self-learning ability, negotiation skills, project management, and more. Competency assessment forms the basis for individual development, talent pool formation, and training planning.
Sample questions:
- Does the employee evaluate risks when making decisions?
- How confidently does the employee use professional tools in their work?
Goal-based assessment (KPI, OKR)
This format focuses on results. It helps determine whether an employee has achieved their goals during the period, from individual KPIs to OKR objectives. It is especially relevant for roles with clearly measurable indicators, such as sales, marketing, or operations. Results from this survey can be used as a basis for bonuses or goal adjustments.
Sample questions:
- What goals were set for the employee at the start of the period?
- Were the expected results achieved? If not, why?
Managerial skills assessment
Used to evaluate managers, from team leads to top executives. The survey helps understand how effectively a leader manages their team, sets goals, develops people, makes decisions, and influences the work environment. It is especially useful for career development planning or leadership programs.
Sample questions:
- Does the manager create conditions for employees to work independently?
- How clearly does the manager communicate tasks and priorities to the team?
Company values assessment
Even a strong specialist may not fit the company if their behavior conflicts with its culture. This type of assessment helps determine how well an employee shares the organization’s key values: initiative, openness, teamwork, responsibility, and others. It is suitable for companies aiming to maintain consistent team behavior during growth or transformation.
Sample questions:
- Does the employee show initiative in situations where “it’s not required”?
- How open is the employee to feedback and change?
270° and 360° feedback
This is an extended Performance Review format involving not only the manager and the employee but also colleagues, subordinates, and other participants. This approach provides a comprehensive view of the employee’s behavior in different interactions. It is especially useful for evaluating soft skills and managerial potential. It also helps develop a culture of open feedback within the team.
Sample questions:
- How comfortable are you working with this employee?
- Does the employee show initiative in challenging or non-standard situations?
Surveys after probation and at exit
These surveys capture the experience of employees entering or leaving the company. New hires provide feedback on the onboarding process, while departing employees share reasons for their decision. Such data helps improve onboarding processes, reduce turnover, and adapt new employees faster.
Sample questions:
- What helped or hindered your adaptation in the first months?
- Why did you decide to leave the company?
How to use these formats
Each of these surveys addresses a specific goal, and together they create a performance evaluation system that captures facts and helps manage development, engagement, and team quality. Surveys can be conducted regularly or on a one-off basis, depending on business objectives, the company’s growth stage, or the context of changes. All formats can be combined: for example, you can conduct a 360° assessment of managerial competencies while simultaneously assessing goal achievement. The key is not to overwhelm employees and to use the results in practice.
Launch employee performance evaluation with QForm
QForm helps set up employee evaluations without putting extra load on HR or managers. You create a survey tailored to your goals, assign participants, launch the process, and the system automatically collects responses, calculates metrics, and generates analytics.
All formats are supported: from 180° and 360° reviews to competency, goal, managerial skills, and values assessments. You can use ready-made templates or create your own. All data is stored in one place, clearly presented, with role-based access.
QForm helps turn scattered questionnaires into a working system: transparent, flexible, and valuable for both the business and its people.
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