Example of Performance Evaluations

Using performance evaluations in your small business can help you monitor, track and improve employee productivity in the workplace. Performance evaluations generally cover employee activity and job skills during a given time period. Ideally, you have discussed pre-established, specific goals and objectives for each employee that you can use to assess their progress. For best results, write up an evaluation before meeting with the employee in person.

Performing Job Responsibilities

  1. Use your employees' job descriptions to assess their everyday performance on the job. You may use a numerical system for evaluating performance or a “pass/fail” system. As you rate your employees, provide specific examples of what was or was not done appropriately in order to provide meaningful, constructive feedback. For example: “One of your main responsibilities as a receptionist is to ensure mail is delivered to employees on a daily basis. I had 12 complaints last quarter that mail is being delivered several days late, which is unacceptable.”

Meeting Goals and Objectives

  1. Evaluate employees on how well they have met their stated goals and objectives during the evaluation period. Use numerical values wherever possible to demonstrate accomplishments and deficiencies. For example, if an employee had a goal of enrolling 30 new customers in a six-month period and only enrolled 10, you would show a 20-customer deficit. Having this information in front of you when you provide your employee with a one-on-one evaluation will help aid your discussion about areas that need improvement and help you in setting goals for the employee for the next evaluation period.


  1. In a small-business environment, teamwork and collaboration are vital to overall productivity. Evaluate individual employee team efforts, such as a willingness to collaborate and to work collectively on group projects. If you do not feel that an employee performed up to your expectations, discuss the employee’s understanding of what his responsibilities are from a teamwork perspective. Note specific examples where you did not feel as though teamwork was at peak levels, as well as provide accolades for examples where teamwork helped overall business objectives.

Provide Positive Feedback

  1. Performance evaluations are often viewed by employees with trepidation that they are being judged and evaluated, and not always favorably. Strive to provide an overview of positive performance aspects as well as discussing areas that need improvement. This will help an employee understand what he is doing right and why he is valuable to the company. Try to build on the employee’s individual strengths when assessing deficiencies and setting new goals. For example, if an employee displays exceptional teamwork efforts yet is consistently late in meeting deadlines, emphasize the fact that his teammates count on him and appreciate his contributions. This will help the employee understand how his actions impact others and allow him to play on his strengths in overcoming his weaknesses.

Get Feedback and Set Goals

  1. A performance evaluation should not be a one-way conversation. Encourage employees to provide their perspective on your evaluation, to explain areas where performance was not up to par and to offer their own suggestions for improving future performance. This will help the employee take ownership of his professional progress. Once an employee evaluation is complete, establish a course of action for addressing problems areas that need attention. If issues become chronic, cite specific consequences, such as suspension, that will be an applied if improvement is not seen within a certain time period.