Examples of an Employee Performance Appraisal

Many businesses are moving away from traditional year-end reviews or appraisals at work. Year-end reviews can cause hard feelings between employees and employers or managers when criticism is involved. A better way to review an employee’s annual performance is to assess different areas of their work, creating a two-way dialogue about their results.

Reviewing examples of performance appraisal techniques and selecting the best one for you will help you get the most out of your employees while keeping them motivated.

Importance of Job Descriptions

It’s hard to evaluate an employee when she doesn’t have a detailed, written job description. Many businesses purposely avoid written job descriptions because they make it more difficult for the employer to add new tasks to a staff member’s workload.

This can lead to frustration when an employee is evaluated for her performance on tasks she didn’t know were hers or if she feels she’s having more work dumped on her without any increase in compensation. Providing written job descriptions provides managers cover when they critique an employee who hasn’t met her written goals and objectives.

Management by Objective

Using the management-by-objective method of evaluating an employee, you start with his job description and goals or objectives, explains Indeed. Start by listing the objectives the company gave the employee. Ask if he feels he met his goals and then provide numbers to show where he fell short or exceeded the goals.

Ask what the reasons are for his performance. If he has fallen short of his goals, ask what support he needs to correct the problem. If he has exceeded his goals, ask how he did this so you can share the information with other employees. You might find that an employee is exceeding goals because you set the bar too low for this position, and you need to adjust his objectives or add new ones.

Self-Assessment Method

Before you critique an employee, give her the chance to prepare and deliver a self-assessment, advises the performance management website PeopleGoal. In some cases, an employee provides you with information you weren’t aware of, which might explain why she’s not performing well in a specific area of concern.

If an employee admits she needs to improve in a certain area, this is an opportunity for you to discuss how you can help her improve without being critical. If possible, ask your employee to provide a self-assessment you can review before your person-to-person meeting, giving her specific areas to cover. They might include technical knowledge; relationships with co-workers, customers or suppliers; and communications skills.

External Assessment Method

Another way to evaluate employee performance is to get feedback from direct supervisors, co-workers, customers, vendors and suppliers who work with the staffer. This can lead to specific observations, such as the person doesn’t communicate clearly or in a timely fashion. Co-workers might complain about the employee’s consistent late delivery of reports or other work they need to do their jobs.

Peer appraisals can also point out the strengths of an employee, especially compared with others. You can address these areas with other employees by pointing out that Bob is being complimented by co-workers or customers and explaining what he is doing to earn those good evaluations.