The performance review is written to meet several goals. Those goals include judging the viability of your employee’s performance, benchmarking that performance and developing a career path for your employee. While the information within the review will vary by employee, the structure of each performance review should be quite similar.
The employee’s general performance includes basic workplace responsibilities, such as attendance, punctuality and policy adherence. General performance also incorporates the “soft” responsibilities, including attitude, cooperativeness, approachability and the employee’s overall ability to take clear direction. Although these aspects are not immediate aspects of the employee’s specific job responsibilities, these aspects can greatly affect the overall success or failure of the employee’s job success. Therefore, it is important that you not only address these aspects, but provide supporting examples, such as an attendance record, customer compliment or customer complaint.
Specific Job Responsibilities
The specific job responsibilities are the immediate items in which the employee is responsible for completing every day and without fail. Depending on the position, these responsibilities may include customer service, sales, inventory and even resolutions. These are the responsibilities that directly affect the business when they are not completed. Your review of these specifics should include a close analysis of your employee’s productivity and success within the position. Like the general performance section, you should support your findings and comments with supporting information. This will make the information and findings easier for the employee to understand during your performance review discussion.
If you are evaluating a tenured employee, your performance review should include a section that provides a year-to-year or evaluation-to-evaluation comparison. The comparison should review the continued progress, as well as the areas that need improvement. This evaluation comparison will also begin to show a pattern of expectancy from your employee. In the event of a poor evaluation, a comparison of evaluations will help you to identify if your employee is just having a subpar year, struggling in a certain area or simply needing a change from the position. Comparisons also help to identify employees that have grown through their position with hopes of advancement or promotion.
Goal setting is an essential force in the performance review. The goals that are set within the performance review are based on the findings of the aforementioned sections. This individualized section will provide the employee with steps toward improving their position and success within the company. The goals should include items such as improved attendance, refined metrics adherence and improved accuracy. The goals should be clearly stated and within the employee’s reach.
It is important that you provide an unbiased review of the employee. The performance review should be based on facts that are supported with evidence that has been collected throughout the year. Avoid using rumors, innuendos and guesswork when completing the performance review. It is also advised that you complete the review when you are clear-headed, well-rested and without anger to ensure that you providing a fair review.