In this guide, you'll learn everything about running performance evaluations in your organization. We also share an employee evaluation template you can use for your company.
Download the performance review template and follow the guides below for more constructive, helpful, and detailed feedback in your organization.
Companies need to be clear about performance expectations. Sometimes, employees don't always see the full picture unless you have a structured and regular employee performance review system in your business or company. That's where having an employee performance review template or form comes in handy.
An employee evaluation form is a tool used by employers to assess the performance and productivity of their employees over a specific period. These evaluations often cover various aspects of an employee's work, including but not limited to:
Identifying employee progress, like strengths and areas for improvement, helps employees understand what is expected of them and how to enhance their skills and performance.
Recognizing achievements and addressing concerns can significantly boost employee engagement and motivation.
It facilitates open communication between managers and team members, allowing for the exchange of feedback, expectations, and objectives.
Evaluation forms provide a documented history of an employee's performance, which can be crucial for making informed decisions regarding promotions, salary adjustments, training needs, or in some cases, disciplinary actions.
Evaluations can help employees plan future goals and career paths and align their aspirations with organizational needs.
Aligning individual performance with organizational goals can ensure that companies continue to move in the right direction. They help create a culture of continuous improvement and efficiency.
This section should capture basic information about the employee being evaluated and the reviewer conducting the evaluation.
Include names, job titles, departments, and other relevant identification details to identify the parties involved clearly.
Outline the specific areas of performance and behavior that are being assessed. You can include job knowledge, work quality, punctuality, teamwork, initiative, and compliance with company policies.
Clearly defined evaluation points help focus the review on relevant employee performance aspects.
Specify the timeframe for which the employee's performance is being evaluated.
This could be a quarter, half-year, or full-year. Clearly defining the review period helps contextualize the feedback and ensures the evaluation focuses on a specific time frame.
Provide sections for the reviewer and the employee to add qualitative feedback beyond the structured evaluation points.
Use this space to elaborate on ratings, provide specific examples, or discuss achievements and areas for improvement.
Implement a straightforward and clear rating system to assess performance across various criteria. This could range from a numerical rating scale (e.g., 1 to 5) or more descriptive scales (e.g., Excellent, Good, Satisfactory, Needs Improvement).
Ensure the meanings of the different levels are well-defined to ensure consistency in evaluation.
This area will acknowledge that both parties have discussed the evaluation and agree on the form's contents, or at least that the employee has been informed of their performance review.
Signatures formalize the evaluation process and ensure mutual recognition of the review's outcomes.
Using an employee evaluation form is crucial for systematically assessing and documenting employee performance. It helps identify strengths and areas for improvement, set goals, and make informed decisions regarding promotions, compensations, and professional development.
It also promotes transparency and objectivity in the performance review process, ensuring that employees are assessed fairly based on their achievements and areas needing improvement.
Typically, a direct supervisor or manager who oversees the employee's work writes the employee evaluation. In some organizations, evaluations may also involve input from peers, subordinates, or HR professionals, especially in a 360-degree feedback system. The evaluator should thoroughly know the employee's job performance and responsibilities.
Absolutely! We highly recommend that employers and managers share the evaluation form with employees. This evaluation form is an essential part of the review process. Sharing it will help employees understand how people in the organization— whether subordinates, collaborators, or supervisors, perceive their work performance. It also helps them see where they excel and what areas they need to improve.
It also allows employees to discuss their performance, expectations, and career aspirations with their managers. We've seen repeatedly how evaluations open up meaningful conversations between staff and their leaders.
Writing your own employee evaluation involves self-assessment against the job's requirements and the goals set by your organization. Review your job description, performance goals, and previous feedback.
Reflect on your achievements, challenges, and areas for improvement. Be honest and provide specific examples to support your assessments.
Highlight your contributions and how you've addressed past feedback, and outline your goals and how you plan to achieve them. This self-evaluation can be used as a basis for discussion during your performance review.
Employee evaluations are typically conducted on a regular schedule, such as annually, semi-annually, or quarterly. The timing can depend on the organization's policy, the nature of the job, or specific milestones or projects.
Some companies also conduct evaluations at the end of a significant project or during a probationary period for new employees. The key is consistency and ensuring employees receive timely feedback to support their development and recognize their contributions.
Quizbreaker brings you an all-in-one engagement platform to connect with your team no matter where they are. You can also use our platforms to make the workplace more fun by playing icebreaker games and trivia challenges. These help build familiarity and trust, making it much easier to receive and give feedback.
“My team has been enjoying QuizBreaker so much my director has asked that we extend it to include the whole department!”
“QuizBreaker has given us a fun way to not only get to know each other better but to also understand what drives and motivates us as individuals allowing us to work efficiently and smoothly as a team driven by empathy.”
“We got great use out of QuizBreaker and now our team is all ramped up. They know each other much better than before. Thanks for the great service!”
Features
Product
Free Tools
