Team Member Evaluation Form Template
Evaluate your team's performance for better results
Are you struggling to accurately assess your team members' contributions? This evaluation form template helps you gather valuable insights from peers, enabling you to enhance individual and group performance. By providing a structured way to assess skills, responsibilities, and collaboration, the tool promotes open communication and accountability, streamlines performance evaluations, and ultimately boosts team morale. Discover how simple it is to customize and utilize this template for your unique needs.
When to use this form
Use this template when you need structured feedback on a teammate's collaboration, quality of work, and reliability. It fits quarterly reviews, project wrap-ups, cross-team retros, and probation checks. Managers and peers both benefit: you get focused input that surfaces strengths, gaps, and next steps. For peer-only cycles, pair it with the Employee peer review form. If you manage direct reports, align expectations with the Staff supervision form. For role-specific reviews, adapt questions alongside the Sales evaluation form or the Medical assistant evaluation form. The result is a fair, comparable record that informs coaching, recognition, and promotion decisions.
Must Ask Team Member Evaluation Questions
- What were this team member's top three outcomes this period, and how did they impact team goals?
This shifts feedback from opinions to measurable results and ties work to priorities. It helps you compare performance across roles and projects.
- How effectively does this person communicate and collaborate with teammates and stakeholders?
Communication drives delivery and team health, so this reveals collaboration patterns you can reinforce or correct. It also highlights stakeholders who may need clearer updates.
- Where did this team member demonstrate initiative or leadership, and what was the result?
Examples of ownership show readiness for more scope or stretch work. Specific results help you decide on mentorship, raises, or role changes.
- Which behaviors or skills should this person keep doing, start doing, and stop doing?
This simple framework turns vague notes into clear, actionable behaviors. It makes coaching plans easier to track over time.
- What support, training, or resources would help this person improve in the next cycle?
You turn feedback into a concrete development plan with timelines and owners. If you supervise the employee, align support with the Employee supervision form.
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