Performance reviews are nobody’s favorite meeting, but like it or not, they’re key to keeping teams on track and helping people grow. If you’re a people manager, you probably know the pain of clunky, one-size-fits-all review forms that don’t fit your team (or your style). That’s where Hypercontext comes in—it lets you create custom performance review templates that actually match how you work.
This guide is for managers who want to ditch the generic HR templates and build something better, without getting buried in admin. I’ll walk you through the practical steps, flag what’s worth your time (and what isn’t), and give you real advice you can use right away.
Why Bother With Custom Performance Review Templates?
Before you start building, let’s get real: custom templates take a little effort upfront. Here’s why it’s worth it:
- You set the tone. Generic questions lead to generic answers. Custom templates let you ask about what actually matters to your team.
- Less eye-rolling, more engagement. If reviews feel relevant, people take them seriously.
- Consistency without the copy-paste pain. You can re-use your best questions, tweak what’s not working, and keep everyone on the same page.
But don’t overthink it. Custom doesn’t mean complicated—start simple, then adjust as you go.
Step 1: Decide What You Want to Measure
Don’t just copy last year’s template or the one you found online. Reviews should actually help you and your team, not just check a box for HR.
Get specific about:
- What’s most important for your team right now? (e.g., communication, hitting targets, taking initiative)
- What’s actually in someone’s control? Ditch the questions they can’t answer honestly.
- What will you do with the answers? Don’t ask about “innovation” if it’s not part of the job.
Pro tip: Ask your team what would make reviews useful to them. You’ll get better buy-in, and they might flag gaps you’re missing.
Step 2: Log Into Hypercontext and Find the Reviews Section
Assuming you’ve already got a Hypercontext account and your team’s set up, here’s how to get started:
- Log in to Hypercontext.
- From the sidebar, look for “Performance Reviews” or “Templates.” The label might change, but it’s usually easy to spot.
- Click “Create New Template” (or similar). If you don’t see this, you may need admin access—don’t waste time hunting, just ask your HR or platform admin.
Heads up: If your company has mandatory fields or locked sections, you might not be able to customize everything. Work with what you can change, and ignore the rest for now.
Step 3: Build Your Template—Section by Section
Hypercontext gives you a pretty flexible builder, but don’t get distracted by all the options. Here’s what actually matters:
1. Start with the Basics
- Template Name: Be specific, e.g., “Q2 Engineering Team Review,” not just “Performance Review.”
- Description: State what this review covers. Keep it short.
2. Choose (or Write) Your Questions
You’ll usually get three main types:
- Multiple Choice/Rating Scale: Good for quick comparisons (“How well does X communicate? 1-5”)
- Short Answer: For more nuanced feedback (“What’s one thing X should start doing?”)
- Custom/Goal Tracking: For team- or role-specific metrics
What works:
- Mix rating scales with open-ended questions. Ratings are fast, but comments tell you why someone scored that way.
- Focus on observable behaviors, not personality traits.
- Use “Start/Stop/Continue” as a structure if you’re stuck.
What to ignore:
- Vague or leading questions (“Is X a team player?” means nothing if you haven’t defined what that looks like).
- Too many questions—people tune out after 6-8 per section.
Sample questions:
- Rate your progress on your top three goals this quarter (1-5).
- What’s one thing you’re proud of since the last review?
- What’s one area you want to improve, and what support do you need?
- How can I support your growth over the next quarter?
3. Set Up Sections
Group questions into sections if you want: Goals, Strengths, Opportunities, Manager Feedback, Peer Feedback, etc. If you’re new to this, keep it simple with 2-3 sections.
Pro tip: If you want peers or direct reports to give feedback too, make sure to add a section for that—and double check who can see what. You don’t want surprises.
Step 4: Preview, Test, and Get Feedback
Before rolling out your shiny new template, do a dry run:
- Preview the template in Hypercontext to see what your team will see.
- Fill it out yourself as a test. If you get stuck or confused, so will your team.
- Share with a trusted colleague or two—ideally someone who isn’t afraid to tell you what’s confusing or unnecessary.
What often goes wrong:
- Ambiguous questions that mean different things to different people.
- Overlapping questions (“What are your strengths?” and “What do you do well?” are basically the same).
- Too many required fields—people will write junk just to move on.
Make edits based on feedback. Don’t try to make it perfect—just clear and useful.
Step 5: Launch and Communicate Clearly
Once you’re happy with the template:
- Publish or activate the template in Hypercontext.
- Tell your team exactly what to expect:
- Why you made a new template
- What’s changed (if anything)
- What you want them to focus on when filling it out
- How you’ll use the feedback (be honest—if it goes to HR, say so)
Sample intro message:
“Hey team, we’re trying out a new performance review template this quarter. It’s shorter, more focused on your real work, and should take less time. Your honest feedback will help us keep improving—don’t hold back.”
Don’t:
- Spring it on people last minute—nobody likes surprise reviews.
- Promise anonymity if you can’t deliver it (check settings in Hypercontext).
Step 6: Iterate—Don’t Set and Forget
Your first template won’t be perfect. After the review cycle, ask for feedback:
- What worked? What felt pointless or repetitive?
- Did you actually use the answers in your 1:1s or follow-ups?
- What would make the process less painful next time?
In Hypercontext, you can usually duplicate and edit templates—so make small changes each cycle. Over time, you’ll land on a format that works for your team.
What’s Worth Your Time (and What Isn’t)
Worth It:
- Regularly tweaking questions based on real feedback
- Keeping templates short and focused
- Making sure every question is actionable (you’ll actually use the answer)
Not Worth It:
- Obsessing over design or layout—nobody cares about your section headers
- Asking for feedback you never plan to read
- Trying to make a “one template fits all” for wildly different roles
Final Thoughts: Keep It Simple, Tweak As You Go
Custom performance review templates in Hypercontext can save you time and headaches—but only if you keep them simple, honest, and relevant. Don’t try to solve everything with your first draft. Start small, listen to your team, and adjust after each cycle. The point isn’t a beautiful template—it’s better conversations and real growth.
If you’re stuck, just pick three questions you care about and put them in a template. You can always add more later. Keep it real, keep it useful, and don’t let the process get in the way of what matters: helping your people do their best work.