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65-team-performance-review-global

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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`.

skills/en/65-team-performance-review-global/SKILL.md

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Nov 5, 2026
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# 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:

1. **Who is being reviewed, in what role, for what period?** Content writer / designer / media buyer / channel owner; monthly or quarterly.
2. **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.
3. **Concrete output data:** pieces published, assets delivered, CPA/ROAS on campaigns they own, on-time rate, revisions per task.
4. **Specific observations from the period:** 2-3 real situations (positive and negative) with dates.

## Principles
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