Managers should conduct employee evaluations on a regular basis -- ideally more than once a year -- to give workers feedback on job performance. Evaluations provide an opportunity for managers and employees to meet together and discuss career goals, current performance and recognize achievements as well as areas that need improvement. Managers should ensure each employee understands the expectations and duties of her specific position and provide motivation for continued hard work. An evaluation form should be filled out by the manager for each employee stating both positive and negative job performance, future goals and additional comments.
Discuss positive job performance in the first section of the employee evaluation form, listing achievements and previously completed goals. Recognize ways the employee has exceeded required job duties, such as working extra hours or assisting other departments. Managers can encourage hard work and company loyalty by recognizing employee contributions to the company.
List areas of improvement in the next section. Be specific when listing each problem, such as tardiness, excessive absenteeism, sloppy work or inappropriate dress, and provide clear suggestions or actions the employee can take to remedy the negative job behavior. Managers can back up the negative statements by citing sections in the employee handbook, if necessary, such as company work hours, dress code or time-off policies. Managers should be careful to use constructive criticism instead of accusing or demeaning employees. Employees are more likely to accept the criticism positively if spoken to in a respectful manner.
State specific goals that each employee needs to meet before the next evaluation. Provide clear statements, such as consistently arriving to work on time or ways to improve the quality of completed projects, so each employee understands exactly what is expected of her. Managers should compare the goals of the previous evaluations to the current performance review to see if goals and improvements are being met.
Leave a space on the evaluation form for the employee to write comments, whether positive or negative, regarding the evaluation. Both the manager and employee should sign and date the form to conclude the performance review.
- File the completed performance evaluation in the employee file to make it a permanent part of her record.
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