4 of April, 2025

Performance reports are essential for making strategic decisions, measuring the company’s success, and improving employee performance.

They provide the necessary information to identify trends, areas for reinforcement, and opportunities for growth at both an individual and collective level. And they are especially useful after a performance evaluation. Keep reading to know more!

What are performance reports

Performance reports are detailed documents that analyze and evaluate the performance, efficiency, and results of different areas, processes, or teams within the organization.

Their aim is to detect performance problems to solve them. They also show you the areas that are performing best.

In turn, they indicate how the individual and collective objectives are being achieved. Collecting all this information and organizing it in a meaningful way allows managers to make the right decisions to boost productivity. With the necessary adjustments, the overall operation of the company will improve.

These reports usually include both quantitative and qualitative data. To measure them, parameters must be established that are decided by the organization and that align with what they want to achieve.

This includes performance indicators or KPIs, work quality, efficiency in resource use, customer satisfaction, etc.

There are as many types of performance reports as there are areas susceptible to being assessed. Therefore, the company managers must choose those that best fit their needs in each period.

Types of performance reports

The list of performance reports that you can regularly carry out in your company is long. However, they are necessary to optimize the resources involved in making a decision. The most interesting and common ones are:

Performance report

The performance report is perhaps the most widely used in companies. This document assesses the individual performance of employees, considering aspects such as work quality, efficiency, ability to meet deadlines, and contribution to company objectives.

It is usually carried out periodically, for example, quarterly or annually, and is fundamental for talent management and career planning.

Staff report

This type of performance report will show the growth of your organization, while revealing if the onboarding process, team building, etc. need perfecting.

It provides data on the distribution of employees by departments, roles, experience levels, and other relevant characteristics. It is useful for identifying recruitment needs, planning job succession, and ensuring an adequate distribution of human resources.

Attendance and punctuality report

By recording employees’ entry and exit times, their attendance is reported and helps to identify absenteeism patterns. These data allow measures to be taken to improve attendance, which usually goes hand in hand with employee happiness.

In addition, it collects data on employee absences and delays. This type of report is essential for managing discipline and work commitment, in addition to identifying possible workplace climate problems or needs for adjustment in work schedules.

Seniority report

Knowing the age and seniority of employees helps build work or retirement incentives. It also specifies the level of attachment of your employees to the company. When they identify with its culture, they tend to stay longer.

On the other hand, it provides information on the duration of employees’ stay in the company, allowing you to identify rotation patterns, assess staff stability, and plan actions to retain talent.

Salary report

The salary report analyzes the company’s salary structure. It collects data on the salaries of employees in different roles and levels, comparing them with market standards. This report is crucial to ensuring salary equity and designing competitive compensation policies.

Objective compliance report

It shows whether employees have met the objectives set for the given period. Therefore, it provides valuable information about work productivity and the individual contribution of results.

360º report

It is usually prepared from information that appears in meetings between employees and managers. It provides a more comprehensive view as it not only includes common quantitative data, but also daily interpersonal issues, aspects that are going well and have not been considered.

The best option for making a performance report

Each company tailors its way of preparing performance reports to its needs. If you want to start applying these evaluations and do not know where to start, we recommend that from the HR Department you follow these 5 steps:

1. Identify the report’s objectives

The first step is to decide what is going to be evaluated. Depending on this decision, different data will need to be collected for the performance report. Team performance, progress towards specific goals, costs, can all be assessed.

To achieve the objective, it is useful to ask questions like:

What do I want to achieve with the report?
Who is the recipient?
How often will it be carried out?

2. Choose the type of performance report

Depending on the objectives and audience, you must choose the type of performance report in line with this. This is how you get the information your organization needs to know what aspects to improve and which are benefiting it.

3. Determine the metrics and KPIs to analyze data

The data to be collected in the performance report must be measured with appropriate metrics and KPIs so that the results are meaningful. It’s important they are relevant and quantifiable to later compare them and get clear answers.

The HR Department needs understandable conclusions to make future decisions on the matter.

4. Collection and data analysis

Collect the necessary data through performance tracking systems, surveys, interviews, and other evaluation tools. It’s important that the data are accurate and up-to-date.

5. Writing

Once the previous steps are resolved, it’s time to write the report. It should be clear, concise, and easy to understand. Present the data in an organized way using graphs, tables, and other resources. Make sure to provide the necessary context so that different readers understand the figures.

A clear structure is also recommended. Each report will better adapt to one or the other. In general, you can use:

State the problem.
Explain the context.
Provide the data, discuss them, and suggest possible solutions.

To streamline the process, you can also write the HR reports with AI.

6. Conclusions: design an action plan

After analyzing the data, it’s time to draw conclusions. Identify patterns, trends, and highlights that emerge from the information provided. Do the results meet the set objectives? Are there areas that require attention?

Any performance report will be the basis for designing various action plans that reinforce the necessary areas in the company. Develop specific strategies to solve deficiencies. Positive results should be maintained or tried to continue improving.

In a constantly changing business environment, having accurate and up-to-date data on employee performance is more important than ever. Using the right software can greatly facilitate this process, allowing HR managers and company leaders to make informed decisions and design effective strategies for human talent development.

Carrying out performance reports can become a burdensome task. The Sesame HR HR software provides all the tools you need to reduce the time it takes to complete. In addition, it facilitates comparison and archiving of them.

Customer-oriented, both internally and externally, specializing in the definition and implementation of HR policies, as well as talent management, recruitment, and retention. Strong leadership, communication, negotiation, organization, and team coordination skills. Over 12 years of experience in Human Resources.

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iriserrador

HR Content Specialist

Performance reports: types and how they are conducted