65 Team Performance Review Global
Use when a leader evaluates a marketing TEAM MEMBER using data, a KPI scorecard by...
Install
npx skills add minhnv0807/ai-business-skills --skill 65-team-performance-review-global -g -a claude-code -y- Repository
- minhnv0807/ai-business-skills641
- Category
- Marketing
- Updated
- 3d ago
- License
- MIT
- Context cost
- Mediumabout 1,786 tokens
- Runs scripts
- No, instructions only
What it does
Use when a leader evaluates a marketing TEAM MEMBER using data, a KPI scorecard by role, strengths with real examples, areas to improve stated as observable behavior, a 30 and 90 day development plan, and a 1-5 rating rubric. Trigger on 'performance review for my marketer', 'evaluate a team member', 'monthly 1:1 review', 'feedback for my content writer', 'development plan for an employee', 'is this person underperforming'. Also use when the user is unhappy with someone and cannot articulate why. Not for, evaluating a campaign rather than a person, see `63-campaign-retrospective-global`; reviewing one piece of output, see `62-marketing-review-global`; scoring an external vendor, see `67-agency-vendor-brief-global`.
Team Performance Review (Global)
A review is not a grade, it exists so the person knows what to do to get better. Feedback without data is opinion; feedback with data is coaching. There should be no surprises in a review: feedback is given continuously through the period, and the review only summarizes it.
Information gathering
Read the brief history (64-team-brief-global), last period's output, and the reports (07-marketing-report-global) if available. If missing, ask up to 4 questions:
- Who is being reviewed, in what role, for what period? Content writer / designer / media buyer / channel owner; monthly or quarterly.
- What KPIs were set at the start of the period? If none were set, this review can only be qualitative, say so explicitly in the document.
- Concrete output data: pieces published, assets delivered, CPA/ROAS on campaigns they own, on-time rate, revisions per task.
- Specific observations from the period: 2-3 real situations (positive and negative) with dates.
Principles
- No surprises. Negative feedback is given when it happens, not saved for review day.
- Every statement needs evidence. "Hard-working" is not an assessment; "on time on 9 of 10 tasks, proposed two new content angles unprompted" is.
- Assess behavior, not character. Write "submitted late 3 times without notice", not "irresponsible".
- Rate consistently. Apply the same standard across the team; do not let personal rapport shift the scale.
- A review must produce a development plan. Without one it is just an unusable scorecard.
- The document is confidential. Leader and reviewee only.
Documentation caution
In many jurisdictions, written performance documentation carries employment-law weight and can be produced as evidence in a dispute. Write it accordingly:
