Employee performance appraisal comments

1. Employee performance appraisal comments
Evaluating the performance of your employees is an essential way to build a
successful business. The best way to do this is by regular employee appraisals, or
performance reviews. Performance reviews foster good relationships between
employer and employees, assist your staff set goals, and improve their quality of
work. But how do you gauge your employee's performance? Simple steps can help
you effectively evaluate your employees and help them improve.
Create a Review Worksheet
1. Develop a performance review worksheet on a word processor program.
2. Include space for what you expect from your employee, their strengths and
weaknesses. Provide an area for you to write what you would like your employee to
work on, and goals you hope they might set.
3. Include space for other details that you would like to cover, such as commendation
you would like to give.
4. Print out a copy for both yourself and each employee.
Arrange for a Review
1. Instruct your employees to fill out the worksheet with their own answers. Their
feedback will be valuable as you go over the material together.
2. Give your employees notice of when you will conduct the review to allow them
time to prepare.
3. Schedule the review individually for each employee at a convenient time that will
not be interrupted.
4. Fill out the performance worksheets for each employee carefully. According to a
recent survey by Adecco Staffing North America, only 49% of employees felt their
managers took performance evaluations seriously. Don't become another statistic;
take time to consider each employee when you fill out their worksheet. Avoid using
harsh, judgmental language that will put your employee on the defense.
Conduct the Performance Review
1. Meet with your employees on an individual basis at least twice per year. Keep in
mind the purpose of the meeting is to encourage an open discussion between the two
of you. Create a friendly, non-threatening atmosphere to put your employee at ease.
2. Invite the worker to read the answers they wrote on their worksheet. Thank them
for their thoughts.
3. Read the comments on your worksheet. Commend your employee on their hard
work, and mention specific incidents that impressed you.
4. Give counsel or critique in a tactful way. Start with a positive statement, and then
follow up with something like "An area where you could improve even more," or
"Something that will help you become better at this," and then give the counsel.
5. Encourage your employee to speak their mind, ask questions and give their
feedback on what you have to say.

2. 6. Avoid comparing your employee with others.
7. Set goals with your employee. Write them down together, and create a detailed
action plan that can help your employee reach them.
Following Up
1. Keep track of your employee's performance on a spreadsheet. Take note of areas of
improvement (arrives consistently on time, limits their use of cell phones, etc.).
2. Take note of areas that still need attention. Report the dates when unacceptable
behavior occurs, and if you notice a negative pattern, schedule another review. Good
documentation will be beneficial if termination is eventually required.
3. Verbally commend your employee for the efforts they make to reach their goals or
improve their work habits.
When supervisors view employee reviews as a crucial part of performance
management, the benefits will easily be recognized not only within the individuals,
but the entire organization.
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