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Writing Performance Evaluation

Your Guide to Writing Performance Evaluation

     Performance 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. Simply, the awareness of having to be evaluated or to evaluate someone brings a lot of 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 are the heart of all the negative feelings and negative perceptions around it. Writing performance evaluations and implementing them is a process that takes a lot of preparation and above all a positive attitude.

What 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. Managers put more care into filling-out the form than creating on opportunity for them and the employees to discuss challenges and good practices.  Writing performance evaluation is the outcome, the end-result of a fruitful discussion with your employee.

Organizations and managers need to use this tool to develop and enhance skills of employees in order to improve their performance, reduce workload, create training opportunities, improve morale and benefit the functioning of the organization.

Here’s your guide to a successful performance evaluation process:

- Create an environment that is comfortable and not confrontational

- Use performance evaluations as an opportunity to better explain to your employees their job responsibilities and their role in the team and in the organization.

- Always remember, that the goal of performance evaluations is to identify what’s working well and, strategize on how to build upon those successes, as well as to identify challenging areas and create a plan of action on how to move forward.

- Work with your employees strengths and together with them strategize and plan for the future.

- When addressing a performance issue the best way is to analyze “why” it happened, rather than come to conclusions and place the blame on the other side.

- Focus to ensure a good process through discussions and inclusiveness, as opposed to focusing on filling-out the form.  

 Performance evaluations are a great tool to facilitate good relationships between managers and employees and a great tool to empower. As soon as your employees realize that the process is not about criticism and blame, 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 approach, towards the process. Normally, there should not be any surprises during the performance evaluation process. 

A performance evaluation is not simply an isolated event that takes place quarterly or annually.  It is part of the performance management process, during which manager and employee do regular check-ins and mutually communicate achievements or challenges. A good manager does not wait 3 months to address an issue or to take action to improve a situation.

Quick Tips!!

 Commit to being objective, but not precise.

Avoid percentages and numbers when evaluating performance!

Rating systems are not a fair assessment of progress!

Always update your evaluation tools!


 Related Articles to Writing Performance Evaluation:

Employee Empowerment

Team Building Strategies

Team Building Skills

Team Building Ideas

Team Building in the Workplace

Employee Developments Plan

Employee Development Plans


Return from Writing Performance Evaluation to Basic Management Skills

Outstanding Leaders consider themselves a work in progress
 Dr Franklin C. Ashby 

lead and learn

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