How to Write an Employee Annual Job Performance Plan

A well-written annual review can pave the way for productivity and job satisfaction year-round. The annual review is often dreaded by supervisors and employees. Learn tips and techniques for making the annual performance review a positive experience.

Instructions

1. 

   Document Employee Performance Year-Round

   This makes it easier to write the annual employee performance review. Email the employee to praise when they have done something well. Refer to those emails when writing the annual review.

2. 

   Be Specific

   Use specific examples of work the employee performed well. Explain how the employee has improved on a deficiency from the previous year's performance review. Identify specific examples of things the employee needs to improve and identify specific training courses or actions the employee can take to achieve improvement.

3. 

   Focus on Positives and Improving Performance

   Be critical of the performance, not the person. For example, the person may have excellent teamwork skills, but needs to improve attention to detail on the finished product. Praise the employee for continued customer service, but explain how the work product needs more detail and explain why that detail is important to the customer. Avoid "you" phrases like "you lack detail" or "you need to pay more attention". Talk about "your performance".

4. 

   Include customer and peer feedback

   Where possible, include feedback from customers and peers in the review process. Use actual letters and emails submitted by customers in praise of the employee's performance and make sure to acknowledge the value of this outside review.

5. 

   Conduct a 360 degree review

   More and more organizations are including a 360 degree review. This includes supervisors reviewing employee performance, employees evaluating supervisor performance, and customer evaluations. This true feedback loop provides a more comprehensive look at the organization as a whole.

Tips & Warnings

• Use positive tone while giving criticism

• Keep discussion of criticism focused on work product

• Offer time for employee to respond

• Look for solutions together such as training

• Solicit feedback on your supervisory skills through 360 degree evaluation

• Be prepared to handle emotional response from employee during evaluation

• Be ready for surprising feedback during the 360 degree evaluation