How to Give a Performance Evaluation

One of the best ways to get a peak performance from your employees is by holding regularly scheduled performance evaluations. Many companies rely on performance reviews for granting raises and promotions. In some cases, a review can serve as a legal document for court cases and necessary legal proceedings. Improve you department's performance and guide your employees with constructive reviews. These "dos" and " don'ts " will help you prepare for these important meetings.

Do hold regular performance reviews. Many Fortune 500 businesses have quarterly and some semi-annual reviews. Probationary employees may need monthly reviews, at least until their work meets company standards.

Don't surprise employees with an impromptu review. Instead, give employees plenty of notice before holding the meeting.

Do begin the review with positive comments regarding the employee's job performance. Acknowledge the things the employee has achieved.

Don't sugar coat real problems. Follow the positive observations with pointers that will improve the employee's work areas and performance scores.

Do be accurate. Rely on the most recent sales numbers and figures and aggregate scoring. Don't rely on your opinions. Consult time cards, write-ups and company records to get an accurate read on the job performance before the meeting.

Don't rely on another employee or manager's opinions only. People can be biased and have hidden agendas. Get the facts. Make your own observations during the period between reviews. Follow up on projects yourself from time to time. Firsthand knowledge is better than second hand gossip.

Do allow the employee to speak and share any suggestions. To keep the chat on point, ask pointed questions to keep the review on track. Ask the employee to be factual in any complaints or suggestions he or she may have. Be courteous throughout the process. Some people tend be emotional when placed in stressful situations like job performance reviews.

Don't lecture, berate or belittle. Stick to your notes. Resist the urge to over-communicate a point. Don't address issues "on the fly."

Do tell the employee when to expect the next review. This gives employees a timeframe for a goal to work towards. Give a project or task to the employee to achieve before the next review. This is an especially good idea to use if you want to help the employee raise a stagnant score.

Don't threaten employees with future reviews. Your performance reviews should have the reputation of being fair and helpful, not scary. A review can be a mutually satisfying event for employee and employer.