5 Tips for an Effective Performance Appraisal


A performance appraisal is one way to provide feedback on an employee’s contributions and results. This lets you set goals and clarify how success will be measured. It also lets you praise the employee for their positive results and suggest steps for improvement in other areas. Planning the discussion in advance ensures you cover the main points and gain input from the employee to maximize results.



Implement these 5 tips to effectively deliver a performance appraisal.

1.     Document the Employee’s Performance

Refer to your notes about the employee’s activities throughout the performance period. They should include the positive events, such as completed projects, and the adverse occurrences, such as missed deadlines. Ask colleagues, coworkers, and reporting staff who work closely with the employee for additional input. Use the feedback to broaden the information you provide on the employee’s performance.

2.     Prepare for the Discussion

Use your documentation to come up with talking points for the performance appraisal. This ensures you cover key areas for feedback and improvement. It also helps the employee feel encouraged by their success and able to implement suggestions for improvement. Include questions to gain input from the employee about how they feel about their performance and results.

3.     Set Goals

Goal setting is one of the most important parts of a performance appraisal. The employee needs to know exactly what is expected of their performance. Be sure you document the goals and expectations to share with them. Include how the employee’s performance will be evaluated. Describe exactly what you are looking for and how you will assess the results.

4.     Deliver the Performance Appraisal

When discussing your evaluation, focus on the positive aspects of the employee’s performance. Include specific ways to continue to enhance their results. This sets a foundation of strength and motivation to build on. Be sure to spend some time discussing improvements as well. Speak directly and respectfully about areas of concern and concrete ways to do better. Include examples from the period during the performance review. Show that you want the employee to succeed and have confidence in them.

5.     Follow Up

Be sure to follow up on the discussion during the next performance appraisal. Go over what was discussed in the previous conversation, including the steps for improvement. Talk about whether the employee made progress in reaching their objectives. If not, talk further about other ways to do better.

Get Help with Performance Appraisals

Parter with a recruiter from CCS Construction Staffing to enhance your performance appraisals. Contact us today.

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