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Step 1
Employee evaluations should be based on the employee objectives. Employee objectives should have been established previously. The employee evaluation typically occurs at the end of a cycle (ie, year-end). Managers provide feedback to each objective for the employee. You may use a paper process or an online electronic process.
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Step 2
Provide feedback for each employee objective. Write detailed descriptive responses to each employee objective. The response should include:
- an overall rating on the employee objective 'goals were met', 'goals were exceeded' 'did not meet goals'
- specific examples that support the overall employee evaluation. For example, did the employee deliver reports on time, did the employee help generate new business, did the employee improve client relationships.
- offer additional feedback. If the goals were exceeded, should the objectives be updated for additional challenges? If the goals were met, should the objectives be increased? If the goals were not met, what positive feedback should be provided to assist the employee in continuing to work hard on the objectives. -
Step 3
Provide summarized evaluation feedback and comments. Employee evaluations should provide the employee with a picture of their performance. Is the employee on target with their goals to succeed, is the employee falling short of their goals and needs assistance, is the employee meeting the objectives but needs additional challenges. As manager, you need to provide clear and concise objective feedback that will be beneficial to the employee.
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Step 4
As manager your job in writing employee evaluations is to document enough information in order to have a professional two-way dialogue with the employee. You will want to image if you were the employee, what would you want the employee evaluation to reflect (ie, do I have a good idea of my strenghts, my areas for improvement, overall performance rating, etc). Avoid jargon, buzzwords and incomplete sentences. Be specific and detailed.
