Writing Performance Evaluation
Guide to Writing Performance Evaluation
evaluations seem to be a burden and a
dragging activity for both managers
and employees. There is a lot of
intimidation, nervousness and, discomfort associated with this process.
the awareness of having to be evaluated or to evaluate someone brings a
pressure. Well, fact is, it has to be done and, it has to be done
right. We believe,
bad past experiences and bad handled performance evaluation processes
heart of all the negative feelings and negative perceptions around it.
performance evaluations and implementing them is a process that takes a
preparation and above all a positive attitude.
is the goal of writing performance evaluation?
Is it just to
fill-out a form, get a signature and, send it off to Human Resources?
Is it to exercise
control and to show who is in charge? Unfortunately, in most cases of
bad-handled performance evaluations, this is exactly what happens.
more care into filling-out the form than creating on opportunity for
the employees to discuss challenges and good practices.
Writing performance evaluation is the outcome,
the end-result of a fruitful discussion with your employee.
and managers need to use this tool to
develop and enhance skills of employees in order to improve their
reduce workload, create training opportunities, improve morale and
benefit the functioning
of the organization.
your guide to a successful performance evaluation
an environment that is comfortable
and not confrontational
performance evaluations as an
opportunity to better explain to your employees their job
their role in the team and in the organization.
remember, that the goal of
performance evaluations is to identify what’s working well and,
how to build upon those successes, as well as to identify challenging
create a plan of action on how to move forward.
with your employees strengths
and together with them strategize and plan for the future.
addressing a performance issue
the best way is to analyze “why” it happened, rather than come to
and place the blame on the other side.
to ensure a good process through
discussions and inclusiveness, as opposed to focusing on filling-out
evaluations are a great tool to facilitate
good relationships between managers and employees and a great tool to
soon as your employees
realize that the process is not about criticism
but it is to benefit them, to facilitate professional growth and
improve the quality
of work, there will be a shift in both, your approach and employee’s
towards the process. Normally, there should not be any surprises during
performance evaluation process.
evaluation is not simply an isolated event that takes place quarterly
It is part of
the performance management
process, during which manager and employee do regular check-ins and
achievements or challenges. A good manager does not wait 3
to address an issue or to take action to improve a situation.
to being objective, but not
percentages and numbers when
systems are not a fair assessment
update your evaluation
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