Employee performance.

What story this chart tells

The story is balance. Is the person strong across the board or sharply better at some things than others? Anything below the team average is the discussion topic; anything well above is the next-promotion topic. If you have peer scores or self-scores, switch to a grouped chart to compare them directly.

Adapting it to your data — checklist

• Lock the axis to your scale (1–5 or 0–10) so the chart can be compared across reviews.
• List competencies in the order your review template uses, not by score — sorting by score implies a ranking that may not be the point.
• Color one bar to highlight the focus area for the next cycle.
• Strip data labels if the scale is small (1–5) — bar lengths are easy to read directly.
• Keep the chart small — a tall, narrow horizontal bar chart fits next to written feedback.
• Anonymize before sharing outside the manager–report relationship.