Simple employee evaluation form

Focus on providing specific examples for each rating you select. When marking “exceeds expectations” or “needs improvement,” include concrete situations that illustrate your assessment. Balance your feedback between the rating scales and written comments in the strengths and improvement areas to give employees a complete picture of their performance.

Share the blank form with employees beforehand so they understand the criteria. Consider implementing a self-assessment component where they complete the form first. During the meeting, start with strengths before addressing improvement areas, and always end with clear, actionable next steps. Creating a dialogue rather than a one-sided critique reduces anxiety.

Yes, having employees complete this form as a self-assessment creates valuable perspective and ownership. You’ll gain insight into how they view their own performance, which often reveals blind spots or achievements you might have missed. The differences between your evaluation and theirs create natural discussion points for your meeting and demonstrate that you value their input.

Schedule a dedicated time to discuss the evaluation in private, allowing the employee to ask questions. Document agreed-upon action steps and development goals with clear timelines. Plan check-in meetings to monitor progress on improvement areas. The evaluation is most effective when it becomes part of an ongoing performance conversation rather than an isolated event.