Performance Management in Game Development Template

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Enhance your game development team's performance with a structured performance management system. This template leverages the Priority Matrix to track and manage employee performance, ensuring that all team members are contributing effectively to the development process.

By using this template, you can establish clear performance metrics, communicate expectations, track performance, and provide constructive feedback. This helps improve game quality and speeds up development times, ensuring your team remains on top of their game.

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Performance Management in Game Development for Priority Matrix

Performance Management in Game Development in Priority Matrix

Track and manage employee performance in game development to ensure optimal team contribution and improved game quality.

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Proposed Tasks

Critical & Immediate

  • Establish Performance Metrics - due in 1 week
    ☐ Identify key performance indicators ☐ Establish benchmark performance levels ☐ Finalize performance metrics
  • Communicate Performance Metrics to Team - due in 2 weeks
    ☐ Prepare presentation on performance metrics ☐ Present metrics to team ☐ Address questions and concerns
  • Deliver Individual Performance Feedback - due in 2 months
    ☐ Prepare individual performance reports ☐ Meet with each team member to deliver feedback ☐ Discuss performance improvement strategies
  • Quarterly Performance Review - due in 4 months
    ☐ Prepare quarterly performance reports ☐ Present reports to team ☐ Discuss performance improvement strategies
  • Annual Performance Review - due in 1 year
    ☐ Prepare annual performance reports ☐ Present reports to team ☐ Discuss next steps and goals for following year

Critical & Not Immediate

  • Develop Performance Tracking System - due in 1 month
    ☐ Research performance tracking software ☐ Implement chosen software ☐ Train team on software use
  • Initial Performance Assessment - due in 1.5 months
    ☐ Collect initial performance data ☐ Analyze data ☐ Identify performance gaps
  • Develop Performance Improvement Plans - due in 5 months
    ☐ Identify team members needing improvement ☐ Create individualized improvement plans ☐ Meet with individuals to discuss plans

Not Critical & Immediate

  • Monitor Ongoing Performance - due in 3 months
    ☐ Regularly collect performance data ☐ Analyze data for trends ☐ Identify any emerging performance issues
  • Implement Performance Improvement Plans - due in 6 months
    ☐ Monitor progress on improvement plans ☐ Provide support and resources as needed ☐ Adjust plans as necessary