How to Write a Performance Management Evaluation
A performance management evaluation is a tool that business managers use to review a team member's performance, set goals for future performance, provide employee motivation and assess a team member's objectives. This evaluation is typically performed on an annual basis; however, semiannual or quarterly performance management evaluations may be appropriate for dynamic work environments. Simple strategies can help you design an evaluation that benefits both you and your team member.
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Instructions
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Detail the team member's strengths and accomplishments. A performance evaluation should start with positive reinforcement, which makes the team member more receptive to constructive criticism and taking on new goals later into the review. For example, "Sara is a punctual, team-oriented employee who strives to improve her professional skills and increase department efficiency. Sara voluntarily attended a week-long training seminar to become a more valuable asset to the company."
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List the core qualities of your team member's role, and rate the team member on each quality. Example qualities include punctuality, innovation, ability to function as part of a team, safety, attention to detail and interpersonal communication.
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Write out your team member's goals for the previous period. These should be in measurable format, so it is easy for your team member to determine if he has met the goals. For example, "Joe's primary goal was to increase personal sales by 15 percent over the previous evaluation period."
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Detail how the team member has met each goal for the previous period. If the team member has not met a specific goal, provide a written plan detailing how she will meet the goal during the next evaluation period.
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List specific performance objectives for the next evaluation period. For example, "Sara will train two new team members, providing the knowledge and resources necessary for the new team members to process incoming invoices by the end of each day with no more than 10 percent holdover."
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List the resources the team member will need to achieve his goals, such as training classes, office equipment, administrative support or additional personnel. Describe how the company will provide these resources.
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Outline the specific benefits the employee will receive for meeting performance goals over the next evaluation period, and consequences of failing to meet the goals, if appropriate. Stating benefits such as "After successfully increasing sales by 15 percent at the end of the next performance period, Sara will receive a bonus of $5,000" help motivate the employee to take steps to improve her work performance. Stating consequences prevents confusion and allows the team member to expect corrective action if appropriate.
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Solicit team member feedback. Reserving the final portion of the performance management evaluation allows the team member to provide insights regarding position duties, opportunities for improvement and perceived workplace inefficiencies. It also allows the team member to feel like an integral part of your team whose opinions and insights are highly valued.
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Tips & Warnings
Solicit feedback from other team members before writing the evaluation if appropriate. The employee's peers may work closely with the employee every day, and may be able to provide accurate insights regarding her performance and contributions.
