Employee performance appraisal form

Focus on specific examples that illustrate your ratings. Include observed behaviors, measurable achievements, and areas for growth. Balance positive recognition with constructive feedback, and connect comments to business goals or competencies. This specificity helps employees understand exactly what they’re doing well and where they need improvement.

Frame improvement areas as growth opportunities rather than failures. Be specific about behaviors, not personality traits. Discuss one or two priority areas instead of overwhelming with a long list. Pair each improvement need with clear support actions you’ll provide, and acknowledge progress made since previous reviews to maintain motivation.

Send the blank appraisal form in advance with clear instructions for self-assessment. Schedule the review meeting with ample notice, suggesting they reflect on achievements and challenges. Encourage them to bring examples of accomplishments and questions about career development. This preparation leads to more productive, two-way conversations rather than one-sided evaluations.

Focus evaluations on job-related criteria and measurable performance standards. Document specific examples to support ratings and avoid vague statements. Apply consistent standards across similar positions. Never include references to protected characteristics like age, gender, or disability. Maintain confidentiality of completed forms and follow your organization’s record-retention policies.

To minimize bias in appraisals, use objective criteria and standardized evaluation forms. Diverse review panels can provide multiple perspectives. For example, you can encourage self-assessments and peer reviews to balance different viewpoints. It’s also crucial to train managers on recognizing and mitigating unconscious bias.