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Tips for Writing Work Performance Reviews & Evaluations

Tips for Writing Work Performance Reviews & Evaluations

Some people are not fond of writing employee work performance reviews or evaluations. However it is quite necessary to apply them by managers and staff in the process of work goals setting and measurement, which is also helpful in planning the training programs so as to facilitate career growth. If evaluations are implemented properly, they would be beneficial to both the employee and the company. The best managers would spend some time on review and evaluation writing carefully rather than postpone it or do it in a rush. As far as employees are concerned, they deserve the proper reviews in terms of completeness, accuracy and fairness. Here are a few tips you might follow when you write employee work performance reviews or evaluations next time.

1. To be clear of general job performance.

When you write this part of an evaluation, you had better make reference to the policies and procedures of your company. They would help you get more information about the areas you are going to evaluate, for example, attendance. If needed, you should ask for opinions from the coworkers of the employee, but however, you should avoid relying on rumors or allegations. If you have the previous review of the employee, you should put the current evaluation together with last one. From the comparison, you should notice areas of improvement or continued successes the employee has made as well as new shortcomings he has. During the course of your writing, if you get some new information concerning the general job performance of employee, you should be glad to change what you have written so as to truly reflect his work.

2. To be concentrated on specific job responsibilities.

When you write something about the employee’s performance of the specific job responsibilities during the certain period of time, you should always to have job description of the employee at hand for reference. You should not be willing to miss anything. When you start to make a draft of the evaluation, you should list each duty individually and at the same time, summarize the performance of the employee according to what you have listed about the duty. You had better try to keep it short-and general, just a few sentences will do. Afterwards, you should look at the list again and present some examples of the observations you have made in the summaries. Now with such use that information collected, it is the time for you to write the formal evaluation. By doing so, you should choose your words in a careful manner and do not write an evaluation if you are in a bad mood.

3. To be focused on goal setting.

In your evaluation report, you should give a summary the strengths and weaknesses of the employee so as to be intended to utilize such information as a motivational tool later when you have personal meeting with the employee. You are free to give out your praise or criticism, because it is what a manager should do. You had better be focused on improvement employee has made in the way to maintain keep the tone of the evaluation more positive rather than negative even if you have the information not satisfactory. With joint efforts between you and the employee, you two could work out practical and measurable goals in order to overcome the known weaknesses. If possible, reading some evaluations written by other managers would help you build up a sense of what is expected and what works in the best way. Remember to “cool” your completed evaluation at least one day before you are going to submit it, because distance sometimes provides new perspective.