Be honest and objective about the employee’s performance.
Provide specific examples to back up comments and ratings.
Make the appraisal session two-way, giving the employee opportunities to
comment on his/her performance and aspirations, and how you can help him/her
improve performance and meet goals and aspirations.
Encourage employees to give feedback about work processes, your
management style and other work-related matters.
Comment and provide examples of the employee’s good performance as well
as areas that need improvement.
Evaluate performance continuously throughout the year so formal appraisal
is not a surprise.
DON’T:
Rate performance artificially high to "encourage" the employee or because
you don’t like to give negative feedback.
Base ratings or comments on non-job-related factors, such as personal
friendship, outside activities, race, sex, etc.
Comment on poor performance without telling the employee specific steps
that he/she should take to improve that performance and setting a schedule
for completion of those steps.
Forget to give the employee the opportunity to comment on any work- or
performance-related issues during the appraisal session or in an attachment
to the appraisal form.
Focus only on short-term performance, especially the month or two
immediately preceding the formal appraisal session.
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