Guidelines for Writing Good Performance Feedback

Performance evaluations are often dreaded by managers and employees, but can be employed as valuable tools for operational improvement. By writing effective performance evaluations, you can overcome negative perceptions and create an atmosphere of trust and mutual improvement.

Be Direct

One of the pitfalls of performance feedback is the tendency to sugar-coat negative feedback. Instead, be direct and allow employees to process your criticisms.

Include Praise

A good performance evaluation includes both negative and positive feedback. By praising the successes of your employees, you communicate that hard work is recognized.

Avoid Opinions

Job feedback should be based on facts. To avoid resentment and anger from employees, back up your positive and negative feedback with facts and figures.

Be Complete

Take notes during the review period to ensure that your performance feedback is based on more than events of recent memory. By doing so, you communicate to employees that you are attentive and observant.

Suggest Improvements

To make job feedback constructive, suggest opportunities and steps that employees can take to improve their performance. By strengthening weak areas, you ensure the success of both employees and the organization.

Allow Discussion

For each employee, offer a time for an in-person review of the performance feedback. By giving employees a voice, you encourage communication and give yourself the opportunity to hear all sides of the story.

References

• How to Write Better Employee Evaluations
• How to Conduct a Job Evaluation