back

How to Write an Employee Evaluation [Examples]

When it comes to managing and supporting your employees, one of the most important tasks you’ll perform is writing employee evaluations. A well-written evaluation can provide valuable insights into an employee’s performance, helping them improve and grow in their role. In this article, we will walk you through a step-by-step process on how to write an effective employee evaluation, complete with examples to guide you along the way.

To begin, it’s essential to have a clear understanding of your employee’s job description and expectations. Review their job requirements and familiarize yourself with their specific duties, goals, and accomplishments. This will form the foundation for a fair and accurate assessment of their performance. Next, gather relevant data that documents their achievements, challenges, and areas for improvement. This may include sales reports, timesheets, quality assurance recordings, or feedback from other staff members who work closely with the employee in question.

In the following sections, we will delve deeper into the various components of an employee evaluation, including setting objectives, assessing performance, providing feedback, and offering guidance for future development. By following these steps, you will help your employees become more successful and engaged in their roles, ultimately benefiting your entire organization.

More examples: 26 Example Paragraphs for Performance Reviews (Positive & Negative Feedback)See also: Employee Evaluation Example (Simple Guide for Managers)

2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

How to Give Effective Feedback (and Avoid Mistakes)

How To Write a Manager Performance Review? (with Examples)

Step 1: Set Clear Goals

Before you begin writing an employee evaluation, it is essential to set clear goals that will help guide your assessment. The foundation for setting effective goals lies in two fundamental steps: Identifying job responsibilities and creating SMART objectives.

Identifying Job Responsibilities

Start by reviewing the employee’s job description and responsibilities. This will give you a clear understanding of what is expected of them in their role. Analyze their performance based on these expectations, and take note of any areas where they excel or need improvement. Keep in mind that their daily tasks and responsibilities may have evolved over time, so make sure to consider any updates or changes to their role.

Creating SMART Objectives

Once you have a thorough understanding of the employee’s responsibilities, develop SMART (Specific, Measurable, Achievable, Realistic, and Time-bound) objectives for their performance evaluation. SMART objectives help provide clarity and direction, allowing both you and the employee to focus on what’s most important for their growth and development. Here’s a breakdown of the SMART criteria:

  • Specific: Clearly define the objective and expected outcome.
  • Measurable: Establish a way to track progress and measure success.
  • Achievable: Set goals that are challenging but attainable with the given resources and time.
  • Realistic: Align objectives with the employee’s skills, knowledge, and capabilities.
  • Time-bound: Provide a deadline for achieving the goal.

Step 2: Collect Relevant Information

Before you dive into writing an employee evaluation, it’s crucial to gather all relevant information about the employee’s performance. This helps you make informed decisions and provide constructive feedback. In this step, we’ll focus on two sub-sections: Performance Measurements and Behavioral Assessments.

Performance Measurements

Start by reviewing the employee’s specific job tasks and performance standards set for their role. Collect quantitative data, such as sales numbers, project deadlines met, and customer satisfaction scores. This provides a clear, objective picture of the employee’s performance. Some methods to collect performance measurements include:

  • Reviewing project reports and time-tracking records
  • Analysing key performance indicators and other metrics
  • Consulting customer feedback and satisfaction surveys
  Steering Committee: Complete Guide with Examples & Templates

Take note of any instances where the employee has exceeded or fallen short of these standards.

Behavioral Assessments

In addition to performance measurements, it’s important to consider the employee’s behavior, work habits, and interpersonal skills. These factors can greatly impact their overall performance and team dynamics. To gather information on these aspects, consider the following methods:

  • Observing the employee’s interactions with coworkers and supervisors
  • Seeking input from peers, supervisors, and subordinates through 360-degree feedback
  • Reviewing self-assessment forms completed by the employee

As you collect this information, make note of patterns in the employee’s behavior and communication style. This will help you offer targeted feedback and coaching to improve their overall performance.

The purpose of an employee evaluation is not to criticize but to provide an opportunity for growth and improvement.

Step 3: Conduct Employee Self-Evaluations

Before you start the employee evaluation process, ask your employees to conduct a self-evaluation. This will not only engage them in their performance assessment but also make them aware of their strengths and weaknesses. By doing this, they will be better prepared for the actual evaluation by providing their perspective and showcasing their accomplishments.

Begin by providing a template or format and make sure to include the key elements for their self-assessment. These elements should cover their accomplishments, successes, challenges, and areas for improvement. Encourage them to use specific examples and data to support their statements, as this will lead to a more accurate assessment. When conducting employee self-evaluations, follow these guidelines:

  • Set a deadline: Allow your employees ample time to reflect on their performance and complete their self-evaluations. Provide a specific deadline to ensure they have enough time to thoughtfully prepare.
  • Guide them in selecting performance metrics: Help your employees identify and choose the right performance indicators that align with their job responsibilities and the company’s goals. This will make the self-assessment more accurate and relevant. (source)
  • Encourage honest self-reflection: Emphasize the importance of being truthful and open during the self-evaluation process. Remind them that the purpose of the assessment is to facilitate growth and development, not to criticize or penalize.

Step 4: Prepare for the Meeting

Before the actual employee evaluation meeting, taking time to prepare is crucial. Proper preparation will help the meeting go smoothly, and ensure that you cover all necessary points.

Organize Your Thoughts

Begin by gathering all the necessary data relevant to the employee’s performance. This might include sales reports, timesheets, quality assurance recordings, and more. Review this information thoroughly and take note of any key achievements, areas for improvement, and patterns in their performance.

After reviewing the data, identify the main discussion points for the meeting. This typically includes feedback on their overall performance, specific accomplishments, and areas for development. Organize these points in a logical order to create a clear agenda for the meeting, so both you and the employee know what topics will be covered.

Find Examples

Using the data you’ve collected, identify examples of strong and weak performances for each discussion point. These examples will provide concrete evidence for your feedback and make it easier for the employee to understand your perspective. Be sure to select a mix of both positive examples, highlighting their achievements, and areas where improvement is needed.

As you prepare for the meeting, consider incorporating different ways to present the information. This could include:

  • Bullet points to summarize key feedback points.
  • Tables to show data or metrics related to the employee’s performance.
  • Charts or graphs to visually represent trends or changes over time.
  What is Autocratic (Authoritative) Leadership? Pros and Cons

Taking the time to prepare for the meeting will help you provide organized, concrete feedback to the employee while creating a more productive and engaging discussion.

Step 5: Hold the Evaluation Meeting

During this critical step in the employee evaluation process, you’ll meet with the employee to discuss their performance and assess their understanding of their goals and any areas they need to improve.

Promote Open Communication

Start by creating a conducive environment for open and honest dialogue. Encourage the employee to express their thoughts, concerns, and ideas. The focus should be on fostering a two-way conversation and ensuring that they feel comfortable sharing their perspective. This level of open communication will enable both you and the employee to address any issues before they escalate, and work together to improve their performance.

Discuss Performance Factors

During the meeting, it’s essential to discuss the specific performance factors that you’re evaluating. As a manager, it is crucial to provide examples of how the employee has demonstrated their strengths and areas for improvement. This includes:

  • Quality of work: Assess tasks completed, attention to detail, and overall accuracy
  • Quantity of work: Evaluate the employee’s ability to manage multiple tasks, meet deadlines, and handle workload
  • Collaboration: Evaluate how well the employee works with others and their contributions to team projects
  • Professionalism: Review their communication, punctuality, problem-solving, and overall professional demeanor

Included in the discussion should be a review of any goals set during previous evaluations, and the employee’s progress towards achieving those goals. Remember to address any new goals for the coming evaluation period, and collaborate with the employee to develop an action plan for improvement.

Make sure you also highlight the employee’s strengths and accomplishments, providing recognition and positive reinforcement. This balanced approach to the evaluation process will help motivate your employee to further progress in their career.

Step 6: Establish a Development Plan

After completing the employee evaluation, it’s time to establish a development plan that focuses on the employee’s growth and progress. This section outlines the steps involved in creating an effective development plan for your employee.

Identify Opportunities for Growth

Begin by analyzing the employee’s strengths and areas for improvement. Take into account their performance, skills, and interests. Consider any feedback given by your employee during the evaluation process. Based on this information, identify potential areas for growth within their current role, or opportunities for professional development.

  • Training programs: Enroll the employee in relevant training courses, workshops, or seminars to enhance their skills and knowledge.
  • Mentorship programs: Pair the employee with an experienced mentor who can provide guidance and support as they work towards their goals.
  • Job rotation: Offer the employee opportunities to work in different roles or departments within your organization, enabling them to acquire new skills and experience.

Set Timeline for Progress

Once you’ve identified the growth opportunities, set a realistic and achievable timeline for the employee’s progress. Ensure that the timeline is aligned with their personal goals and the organization’s objectives. Communicate this timeline clearly so they understand the expectations and can plan their efforts accordingly.

Goal Timeline
Complete training program 3 months
Work with a mentor 6 months
Participate in job rotation 1 year
  Positive Feedback Examples: Perfect Employee Recognition

Make sure to periodically review the employee’s progress and provide support as needed.

Step 7: Follow Up and Monitor Progress

After completing the employee evaluation, it’s important to follow up and monitor the progress of your employee. This step ensures that the feedback provided during the evaluation is understood and effectively implemented for continuous improvement.

First, schedule a follow-up meeting with your employee after a reasonable period, such as a month or two, to discuss their progress. This will give them enough time to work on the areas identified for improvement.

During this meeting, focus on the following:

  • Review the goals and expectations set during the evaluation.
  • Discuss any challenges faced by the employee in achieving these goals.
  • Highlight any successes or improvements they have made.
  • Identify any additional support or resources needed for the employee to achieve their goals.

In addition to the follow-up meeting, consider providing ongoing feedback and support to ensure continued progress. This can include:

  • Regular check-ins or one-on-one meetings to address any concerns or questions.
  • Offering additional training or development opportunities to build the necessary skills.
  • Recognizing and celebrating the employee’s achievements as they progress.

Examples of Employee Evaluations

In this section, we’ll provide you with examples of employee evaluations. These examples will be divided into two categories: Positive Feedback Example and Constructive Feedback Example. Utilize these examples as inspiration when writing your own employee evaluations.

Positive Feedback Example

When providing positive feedback, be specific about the employee’s accomplishments and strengths. Celebrate their successes and acknowledge their dedication and hard work. Here’s an example:

During the past quarter, you have consistently met and exceeded your sales targets. Your ability to build strong relationships with our clients has contributed to an overall increase in customer satisfaction.

  • You are always here on time, never leave early, and adhere to all company break times.
  • On the rare occasion that you have missed work, you have provided ample notice and made arrangements to ensure your responsibilities are covered.

Constructive Feedback Example

When providing constructive feedback, be specific about the areas that need improvement, and offer solutions or suggestions for the employee to focus on. Frame your feedback in a way that shows your support and belief in their ability to grow. Here’s an example:

Project Missed Deadline New Due Date
Quarterly Report April 15 April 20
Client Presentation June 30 July 5

“While you have been diligent in completing your assigned tasks, some deadlines have been missed. In the future, prioritize hitting due dates and communicate any challenges or roadblocks you face.

We encourage you to work on your time management and communication skills to improve your ability to meet deadlines. Consider utilizing tools like project management applications or setting reminders for due dates.”

More examples: 26 Example Paragraphs for Performance Reviews (Positive & Negative Feedback)See also: Employee Evaluation Example (Simple Guide for Managers)

2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

How to Give Effective Feedback (and Avoid Mistakes)

How To Write a Manager Performance Review? (with Examples)