Performance Review Templates

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Executive Team

Performance Review Examples in 2024

You’re a busy manager running your business, and researching the best performance review questions you can use to grow your team is time-consuming. So, we took the liberty of doing this legwork for you.

These example templates can help you create a better review experience by asking the right questions for each role.

We've curated the best questions by researching industry standard practices, pulling examples from our most successful teams, and by incorporating other other subjective parameters that we think would contribute best to growth. We hope this will help you save time in your own performance management process.

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Executive Team

Performance Review Examples

A group of senior leaders at the helm of an organization, guiding its direction and ensuring the achievement of key business objectives. This team typically includes roles such as the Chief Executive Officer (CEO), Chief Operating Officer (COO), Chief Financial Officer (CFO), Chief Marketing Officer (CMO), Chief Technology Officer (CTO), and other key executives. They leverage their expertise and experience to make critical decisions, set company-wide strategies, and foster a culture of innovation and excellence to propel the organization forward.

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Executive Team

Chief Financial Officer (CFO)

Job Description:
Oversees the financial activities and strategies of the company, including financial planning, budgeting, reporting, and analysis. Provides financial insights and recommendations to support business decisions and ensure the company's financial health and stability.
Performance Areas:
Financial Strategy and Planning
  1. How well does the employee develop and execute financial strategies aligned with the company's goals?
  2. Does the employee manage financial risks and ensure financial stability?
  3. Does the employee forecast financial performance accurately?
Budgeting and Cost Management
  1. How effectively does the employee create and manage budgets for various departments and projects?
  2. Does the employee control costs and optimize spending to maximize ROI?
  3. Does the employee identify cost-saving opportunities without compromising quality?
Financial Reporting and Analysis
  1. How well does the employee prepare financial reports and analyses for stakeholders and management?
  2. Does the employee provide valuable insights and recommendations based on financial data?
  3. Does the employee ensure compliance with financial regulations and standards?
Financial Decision-Making
  1. How does the employee make strategic financial decisions that align with the company's long-term vision?
  2. Does the employee assess financial implications and risks of various initiatives?
  3. Does the employee collaborate with other executives to make informed financial decisions?
Investment and Fundraising
  1. How effectively does the employee manage investments and capital allocation?
  2. Does the employee identify opportunities for fundraising and investor relations?
  3. Does the employee negotiate and secure funding for the company's growth?
Financial Performance Review
  1. How does the employee analyze financial performance metrics and KPIs?
  2. Does the employee monitor financial goals and adjust strategies as needed?
  3. Does the employee communicate financial performance to the executive team and board of directors?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Chief Marketing Officer (CMO)

Job Description:
Leads the marketing strategy and initiatives of the company, driving brand awareness, customer acquisition, and revenue growth. Collaborates with cross-functional teams to develop and execute marketing campaigns that align with business goals and customer needs.
Performance Areas:
Marketing Strategy and Planning
  1. How well does the employee develop and execute marketing strategies aligned with the company's objectives?
  2. Does the employee identify target markets and customer segments effectively?
  3. Does the employee assess market trends and competitive landscape to inform marketing decisions?
Brand Management
  1. How effectively does the employee manage the company's brand identity and reputation?
  2. Does the employee ensure brand consistency across all marketing channels and touchpoints?
  3. Does the employee enhance brand perception and recognition among the target audience?
Customer Acquisition and Retention
  1. How does the employee drive customer acquisition through various marketing channels?
  2. Does the employee implement customer retention strategies to build long-term relationships?
  3. Does the employee analyze customer behavior and feedback to improve customer experience?
Marketing Campaign Execution
  1. How well does the employee plan and execute marketing campaigns?
  2. Does the employee coordinate cross-channel marketing efforts for optimal impact?
  3. Does the employee measure and analyze campaign performance to optimize results?
Digital Marketing and Analytics
  1. How effectively does the employee utilize digital marketing channels and technologies?
  2. Does the employee track and analyze digital marketing metrics and KPIs?
  3. Does the employee leverage data insights to improve marketing strategies?
Content Strategy and Development
  1. How does the employee develop and execute content marketing strategies?
  2. Does the employee ensure the creation of engaging and relevant content for target audiences?
  3. Does the employee use content to drive brand awareness and lead generation?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Chief People Officer (CPO)

Job Description:
Leads the company's human resources and talent management strategies. Develops and implements programs to attract, retain, and develop top talent while fostering an inclusive and engaging work culture.
Performance Areas:
Talent Acquisition and Recruitment
  1. How well does the employee develop and execute talent acquisition strategies?
  2. Does the employee attract top talent to the company through various recruitment channels?
  3. Does the employee ensure efficient and effective hiring processes?
Employee Engagement and Culture
  1. How effectively does the employee foster an inclusive and engaging work culture?
  2. Does the employee measure and improve employee engagement and satisfaction?
  3. Does the employee drive initiatives to enhance company culture and employee experience?
Learning and Development
  1. How does the employee design and implement learning and development programs for employees?
  2. Does the employee provide opportunities for skill development and career growth?
  3. Does the employee align learning initiatives with business needs and employee aspirations?
Performance Management
  1. How well does the employee implement performance management processes and tools?
  2. Does the employee provide feedback and support for employee performance improvement?
  3. Does the employee ensure fair and objective performance evaluations?
Talent Retention and Succession Planning
  1. How effectively does the employee develop and implement talent retention strategies?
  2. Does the employee identify and nurture high-potential employees for leadership roles?
  3. Does the employee address retention challenges and turnover rates?
Diversity, Equity, and Inclusion
  1. How does the employee champion diversity, equity, and inclusion in the workplace?
  2. Does the employee implement initiatives to promote diversity and reduce bias?
  3. Does the employee ensure equal opportunities for all employees?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Vice President of Sales

Job Description:
Leads the sales team and drives revenue growth through effective sales strategies and customer acquisition. Collaborates with cross-functional teams to align sales efforts with overall business objectives and achieve sales targets.
Performance Areas:
Sales Strategy and Planning
  1. How well does the employee develop and execute sales strategies aligned with the company's growth goals?
  2. Does the employee identify and target new markets and customer segments?
  3. Does the employee assess market trends and competitive landscape to inform sales decisions?
Customer Acquisition and Relationship Management
  1. How effectively does the employee drive customer acquisition and revenue growth?
  2. Does the employee build and maintain strong relationships with key customers and partners?
  3. Does the employee ensure customer satisfaction and retention?
Sales Team Leadership
  1. How does the employee build and lead a high-performing sales team?
  2. Does the employee provide guidance, coaching, and support to sales representatives?
  3. Does the employee foster a culture of collaboration and achievement within the sales team?
Sales Performance and Metrics
  1. How well does the employee monitor and analyze sales performance metrics and KPIs?
  2. Does the employee use data insights to improve sales processes and outcomes?
  3. Does the employee implement sales forecasting and pipeline management effectively?
Sales Process Optimization
  1. How effectively does the employee design and optimize the sales process and workflows?
  2. Does the employee ensure efficient and effective sales operations?
  3. Does the employee implement automation and tools to streamline sales activities?
Sales Training and Development
  1. How does the employee design and deliver sales training programs?
  2. Does the employee equip the sales team with the necessary skills and knowledge?
  3. Does the employee promote continuous learning and skill development within the sales team?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Vice President of Customer Success

Job Description:
Leads the customer success team and is responsible for ensuring customer satisfaction, retention, and long-term success. Collaborates with cross-functional teams to align customer success efforts with overall business goals and deliver exceptional customer experiences.
Performance Areas:
Customer Success Strategy
  1. How well does the employee develop and execute customer success strategies aligned with customer needs and business goals?
  2. Does the employee drive customer adoption and value realization?
  3. Does the employee ensure customer success is a key focus across the organization?
Customer Onboarding and Adoption
  1. How effectively does the employee design and manage customer onboarding processes?
  2. Does the employee ensure smooth and successful customer onboarding and product adoption?
  3. Does the employee identify and address barriers to adoption?
Customer Relationship Management
  1. How does the employee build and maintain strong relationships with key customers?
  2. Does the employee proactively engage with customers to understand their needs and challenges?
  3. Does the employee address customer concerns and feedback promptly?
Customer Retention and Renewal
  1. How well does the employee develop and implement customer retention strategies?
  2. Does the employee drive customer loyalty and renewal rates?
  3. Does the employee identify and mitigate churn risks?
Customer Advocacy and Reference Program
  1. How effectively does the employee promote customer advocacy and referrals?
  2. Does the employee develop and manage a customer reference program?
  3. Does the employee leverage customer success stories and testimonials to drive business growth?
Customer Health Monitoring and Metrics
  1. How does the employee track and measure customer health and satisfaction?
  2. Does the employee use data insights to identify at-risk customers and opportunities for improvement?
  3. Does the employee implement customer health scoring effectively?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Chief Revenue Officer (CRO)

Job Description:
Leads the company's revenue generation strategies and oversees sales, marketing, and customer success functions. Drives business growth and customer satisfaction by aligning revenue-generating efforts with overall business objectives.
Performance Areas:
Revenue Strategy and Planning
  1. How well does the employee develop and execute revenue generation strategies aligned with the company's growth goals?
  2. Does the employee identify new revenue streams and opportunities for business expansion?
  3. Does the employee assess market trends and competitive landscape to inform revenue decisions?
Revenue Optimization and Forecasting
  1. How effectively does the employee optimize revenue generation across sales, marketing, and customer success efforts?
  2. Does the employee forecast revenue accurately and set realistic revenue targets?
  3. Does the employee analyze revenue metrics and KPIs to improve performance?
Customer Lifetime Value (CLV) and Churn Management
  1. How does the employee optimize customer lifetime value and reduce customer churn?
  2. Does the employee implement customer retention strategies to increase CLV?
  3. Does the employee address customer churn and identify reasons for attrition?
Sales and Marketing Alignment
  1. How well does the employee align sales and marketing efforts to drive revenue growth?
  2. Does the employee foster collaboration and communication between sales and marketing teams?
  3. Does the employee ensure seamless lead handoffs and follow-ups?
Customer Success and Revenue Expansion
  1. How effectively does the employee drive upsell and cross-sell opportunities?
  2. Does the employee focus on expanding customer relationships and revenue streams?
  3. Does the employee identify expansion opportunities within the customer base?
Revenue Performance Review
  1. How does the employee analyze revenue performance and financial metrics?
  2. Does the employee monitor revenue goals and adjust strategies as needed?
  3. Does the employee communicate revenue performance to the executive team and board of directors?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Chief Product Officer (CPO)

Job Description:
Leads the company's product strategy, development, and innovation. Collaborates with cross-functional teams to deliver products that meet customer needs and drive market differentiation and growth.
Performance Areas:
Product Strategy and Roadmap
  1. How well does the employee develop and execute product strategies aligned with market demands and company goals?
  2. Does the employee define a clear product roadmap that drives innovation and differentiation?
  3. Does the employee assess market trends and competitive landscape to inform product decisions?
Product Development and Launch
  1. How effectively does the employee oversee product development processes from ideation to launch?
  2. Does the employee ensure product releases are on schedule and meet quality standards?
  3. Does the employee manage product launch and go-to-market strategies?
Product Innovation and Customer-Centricity
  1. How does the employee drive product innovation that aligns with customer needs and pain points?
  2. Does the employee prioritize customer feedback and insights in product development decisions?
  3. Does the employee create customer-centric products that deliver exceptional user experiences?
Product Performance and Metrics
  1. How well does the employee track and measure product performance metrics and KPIs?
  2. Does the employee use data insights to identify product improvements and opportunities?
  3. Does the employee optimize product performance and user satisfaction?
Product Management and Collaboration
  1. How effectively does the employee collaborate with cross-functional teams to achieve product goals?
  2. Does the employee foster communication and alignment between product, engineering, and marketing teams?
  3. Does the employee ensure product features are delivered on time and meet requirements?
Product Market Fit and Customer Validation
  1. How does the employee validate product market fit through customer feedback and market analysis?
  2. Does the employee iterate product features based on customer validation and market response?
  3. Does the employee ensure products are aligned with target customer segments?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Vice President of Engineering

Job Description:
Leads the company's engineering team and oversees technology development and innovation. Collaborates with cross-functional teams to deliver scalable and high-quality software solutions and products.
Performance Areas:
Engineering Strategy and Roadmap
  1. How well does the employee develop and execute engineering strategies aligned with the company's growth goals?
  2. Does the employee identify emerging technologies and engineering trends to drive innovation?
  3. Does the employee assess industry landscape and technological advancements to inform engineering decisions?
Product Development and Technology Leadership
  1. How effectively does the employee oversee product development efforts and technology leadership?
  2. Does the employee ensure product releases are on schedule and meet quality standards?
  3. Does the employee manage the product development lifecycle effectively?
Technology Architecture and Scalability
  1. How does the employee design technology architecture to support scalability and future growth?
  2. Does the employee optimize technology infrastructure and resources for performance and efficiency?
  3. Does the employee address technical debt and ensure sustainable technology solutions?
Engineering Innovation and R&D
  1. How well does the employee drive engineering innovation and research?
  2. Does the employee foster a culture of experimentation and continuous improvement?
  3. Does the employee lead R&D initiatives to explore new opportunities?
Software Development and Agile Practices
  1. How effectively does the employee manage software development processes and agile practices?
  2. Does the employee ensure engineering teams adhere to best practices and coding standards?
  3. Does the employee use agile methodologies to optimize software delivery?
Engineering Talent and Team Leadership
  1. How does the employee build and lead a high-performing engineering team?
  2. Does the employee provide guidance, coaching, and support to software engineers and developers?
  3. Does the employee foster a culture of collaboration and innovation within the team?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

President

Job Description:
Leads the company's executive team and is responsible for the overall strategy, growth, and performance of the organization. Collaborates with cross-functional teams to drive business success and ensure alignment with the company's vision and mission.
Performance Areas:
Corporate Strategy and Vision
  1. How well does the employee develop and execute corporate strategies aligned with the company's mission and long-term vision?
  2. Does the employee identify strategic growth opportunities and potential partnerships?
  3. Does the employee steer the company towards achieving its strategic goals?
Organizational Leadership and Culture
  1. How effectively does the employee lead and inspire the organization's executive team and employees?
  2. Does the employee foster a positive and inclusive organizational culture?
  3. Does the employee align employees with the company's values and goals?
Financial Performance and Business Operations
  1. How does the employee drive financial performance and profitability of the company?
  2. Does the employee oversee financial planning and resource allocation?
  3. Does the employee ensure efficient and effective business operations?
Market Positioning and Competitive Advantage
  1. How well does the employee position the company in the market and differentiate it from competitors?
  2. Does the employee assess market trends and customer needs to inform market positioning?
  3. Does the employee maintain a competitive advantage in the industry?
Customer Relationship and Satisfaction
  1. How effectively does the employee manage customer relationships and satisfaction?
  2. Does the employee foster a customer-centric approach throughout the organization?
  3. Does the employee address customer feedback and concerns promptly?
Investor Relations and Stakeholder Management
  1. How does the employee manage relationships with investors and key stakeholders?
  2. Does the employee communicate the company's financial performance and growth plans to investors?
  3. Does the employee build trust and maintain positive relationships with stakeholders?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
Executive Team

Chief Technology Officer (CTO)

Job Description:
Leads the company's technology strategy, vision, and innovation. Collaborates with cross-functional teams to align technology initiatives with business goals, and ensures the company stays at the forefront of technology advancements.
Performance Areas:
Technology Strategy and Innovation
  1. How well does the employee define and execute the company's technology strategy?
  2. Does the employee identify and leverage innovative technologies to drive business growth?
  3. Does the employee foster a culture of continuous innovation and exploration?
Cross-Functional Collaboration
  1. How effectively does the employee collaborate with other leaders and departments to align technology initiatives with business goals?
  2. Does the employee facilitate effective communication and coordination across teams?
  3. Does the employee drive cross-functional projects and initiatives?
Technical Leadership
  1. How does the employee provide technical guidance and mentorship to engineering teams?
  2. Does the employee set technical standards and best practices for the organization?
  3. Does the employee ensure technical excellence in project execution?
Technology Governance and Risk Management
  1. How well does the employee manage technology-related risks and compliance issues?
  2. Does the employee implement effective technology governance processes?
  3. Does the employee address cybersecurity and data privacy concerns?
Strategic Decision-Making
  1. How does the employee make strategic technology decisions that align with the company's long-term vision?
  2. Does the employee analyze market trends and emerging technologies to inform decision-making?
  3. Does the employee prioritize technology investments to achieve business objectives?
Team Building and Talent Development
  1. How effectively does the employee build and lead high-performing technology teams?
  2. Does the employee foster a culture of learning and growth within the technology department?
  3. Does the employee attract and retain top technology talent?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.
We know that choosing the right performance review questions can be daunting. These are the best options we found during our research, and we hope they're helpful for your team.

If you think there's an excellent addition that should be made, drop an email to our team at hello@workstory.team. Until then, happy growing!

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