Performance Evaluations

Performance reviews are typically a part of every supervisor’s job responsibility.  Each organization will generally have its own evaluation form, requirements and procedures related to employee performance reviews. Performance evaluations are typically done an on annual basis, although more frequent reviews may be required for new staff, when staff move to a different position, or for staff on a performance improvement plan.  Note that performance evaluations are routine and not associated with corrective action, which is discussed under a separate section.    

Learning Objective

To learn approaches to conducting effective performance evaluations where there is open communication about employee performance both positive and negative.  This should result in improved employee retention, job satisfaction, and employee growth.  

The practice of conducting a good performance review is an acquired skill that needs to be developed regardless of which organization a supervisor is in.  The way a supervisor conducts a performance review can have a significant impact on the employee/supervisor relationship, how the employee feels about the organization as a whole, and the employee’s personal growth.   

Outcomes of a good performance review include:

  • Employees feel their accomplishments are recognized and their work is valued. 
  • They provide supervisors and staff with an opportunity to discuss and agree upon individual training and development needs. 
  • They also allow for a one-on-one discussion of any issues or growth opportunities. 
  • If done correctly, the end result is a workforce that feels engaged in their own development. 

Tips for conducting effective performance reviews include the following:

  • Ask employee for their feedback on their own performance prior to or as part of the evaluation. The employee’s feedback can provide valuable insight into how the employee views their performance and also remind the supervisor of accomplishments they may not have recognized. 
  • Always meet with the employee, in person, if possible, to review their performance. Provide honest, constructive feedback with positive intent.  Feedback should focus on positive achievements as well as identify areas for self-reflection or improvement.   
  • Track work performance throughout the year in your personal notes so that you can provide a comprehensive review.  Provide specific examples within the written evaluation. 
  • An employee should never be surprised by what is written in a performance review. If there are areas requiring improvement, begin meeting with the employee to work on a plan for improving prior to an evaluation.   
  • Build a relationship with the employee throughout the year so that there is mutual trust, allowing for open and receptive communication between the employee and supervisor. 

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