performance appraisal essay sample

26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]

Performance reviews play an essential role in employee growth and development. Effectively conveying praise and guidance facilitates open communication and contributes to a positive work environment. This article provides example paragraphs for performance reviews, focusing on various skills and including both positive and negative examples; each skill is addressed separately, with example paragraphs demonstrating how to effectively communicate strengths or areas for improvement.

See also: 2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

How to Give Effective Feedback (and Avoid Mistakes)

Communication Skills

Positive feedback example for communication skills.

“Emma consistently demonstrates strong communication skills, both in writing and speaking. Her emails are clear, concise, and always contain all necessary information, making it easy for colleagues to understand her messages and respond promptly. Additionally, her ability to intertwine detailed explanations with relevant examples allows her to convey complex ideas in an easily digestible manner.

During team meetings, Emma is an active listener, giving her undivided attention to the speaker and providing thoughtful input on the topic at hand. Notably, she has shown tact and empathy when mediating team discussions, diffusing tense situations effectively. As a result, she contributes to a positive and inclusive work environment.”

Negative Feedback Example for Communication Skills

“John has room for improvement in his communication skills. His written correspondence tends to be disorganized and lacking in detail, creating confusion for the recipients. It is recommended that John proofread his messages carefully and ensure that they include all necessary information before sending them.

In team meetings, John often interrupts his colleagues and speaks over them, making it difficult for others to express their thoughts or complete their points. To improve, John should practice active listening, allowing his team members to speak uninterrupted and demonstrate respect for their opinions.”

See also: Performance feedback phrases for communication skills : Performance Review Phrases for Communication

Leadership Skills

Positive feedback example for leadership skills.

“Emma has demonstrated exceptional leadership skills by fostering a positive work environment where team members feel valued and engaged. She leads by example and creates an atmosphere that encourages open communication, collaboration, and continuous learning. Her team consistently meets and often exceeds their goals, reflecting her ability to delegate tasks effectively and provide constructive feedback to drive improvement.

During challenging times, Emma maintains a calm and collected demeanor, serving as a source of support and reassurance for her team. She has been instrumental in implementing team-building exercises that have helped improve overall team performance and cohesion.”

Negative Feedback Example for Leadership Skills

“While George has demonstrated strong technical skills, his leadership abilities require improvement. He tends to micromanage tasks, which can undermine team members’ confidence and limit their opportunities for growth. In addition, rather than proactively addressing issues and conflicts, George often disregards them, leading to a tense work environment.

Team members have reported feeling unsupported and disengaged, impacting their overall motivation and productivity. To enhance his leadership skills, George should focus on developing better communication and delegation abilities, as well as providing timely and constructive feedback to foster a more supportive and collaborative team dynamic.”

See also: Performance feedback phrases for leadership skills : 169 Performance Review Feedback Phrases for Planning, Leadership, Management Style

Teamwork Skills

Teamwork skills are essential for employees to effectively work together, achieve common goals, and create a positive workplace environment.

Positive Feedback Example for Teamwork Skills

“John demonstrates a strong work ethic and a commitment to the team. He actively collaborates with colleagues and willingly offers his support in any way needed. John’s ability to give and receive constructive criticism has helped the team maintain a healthy working relationship. John respects and values the opinions of his team members. He also communicates his ideas and opinions clearly to other team members, which has greatly improved the group’s overall efficiency. John’s teamwork skills include: effective communication, open-mindedness, active listening, conflict resolution.”

Negative Feedback Example for Teamwork Skills

“Jane shows a lack of teamwork skills that have impacted her team’s performance. She tends to work in isolation and does not openly communicate her ideas or opinions with others. This has led to misunderstandings on several occasions and increased the risk of project delays.

Jane also tends to dismiss the feedback and input of other team members, which has negatively impacted overall morale. She struggles to accept constructive criticism and has shown resistance to change. This behavior hinders the team’s ability to optimize processes and achieve common goals.

Areas for improvement in Jane’s teamwork skills include:

• Area of improvement: Communication Suggested action: Participate in training sessions focused on communication skills.
• Area of improvement: Listening Suggested action: Attend workshops on active listening and open-mindedness to better understand the value of diverse perspectives.
• Area of improvement: Conflict resolution Suggested action: Seek guidance from a mentor or coach to improve conflict resolution skills.
• Area of improvement: Collaboration Suggested action: Connect with colleagues regularly and engage in team-building activities to strengthen bonds among the team members.”

See also: Performance feedback phrases for teamwork skills : 150+ Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

Problem-Solving Skills

Problem-solving skills are essential for employees to effectively tackle challenges and find solutions in their daily tasks.

Positive Feedback Example for Problem Solving Skills

“Jane has consistently showcased her exceptional problem-solving skills throughout her time on the customer support team. When faced with complex customer issues, she is able to quickly identify the root cause of the problem and implement an effective solution. For example, when a recent escalation arose involving a client’s recurring billing discrepancy, Jane swiftly analyzed the situation and discovered an error in the system settings. She then collaborated with the IT department to address the glitch, resulting in a prompt resolution for the client and preventing further issues.”

Negative Feedback Example for Problem Solving Skills

“While Mike is a valuable team member in our IT department, his problem-solving skills require improvement. When confronted with multiple issues during the recent network updates, Mike appeared overwhelmed and struggled to make problems more manageable. For instance, he failed to prioritize tasks, which led to delays in addressing critical system vulnerabilities. Additionally, his communication with colleagues was less than satisfactory, making it difficult for others to assist and collaborate on finding solutions.

Improving his problem-solving skills would enable Mike to respond more effectively to challenges and contribute significantly to the success of future projects. We encourage him to seek additional training and to collaborate more closely with colleagues to help break down complex tasks into more manageable, actionable steps.”

See also: Performance feedback phrases for decision making and problem solving : 174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

Time Management Skills

Effective time management is essential for success in the workplace. Employees who excel in managing their time are able to prioritize tasks, meet deadlines, and complete work efficiently.

Positive Feedback Example for Time Management Skills

“During the past year, Jane has demonstrated exceptional time management skills by consistently completing projects ahead of schedule. She is able to create realistic time estimates for tasks and allocate her work hours effectively to ensure her goals are met. An example of her strong time management skills is her work on the ABC project, where she successfully managed multiple tasks and deadlines within tight time constraints. Jane’s excellent time management has allowed her to excel at prioritizing work and increase overall productivity in the team.”

Negative Feedback Example for Time Management Skills

“Over the last year, John has struggled with managing his time effectively, which has resulted in missed deadlines and low-quality work. Despite being provided with clear project timelines, John often underestimates the time required to complete tasks and is unable to prioritize his workload appropriately. One notable example is his involvement in a recent project, where he failed to meet several deadlines and did not effectively communicate his progress to the team. This lack of time management skills has negatively impacted the team’s overall performance and must be addressed in order to improve John’s productivity.”

See also: Performance feedback phrases for time management skills : 150+ Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

Creativity Skills

Creativity skills are essential for problem-solving and generating new ideas in the workplace.

Positive Feedback Example for Creativity

“John consistently demonstrates his ability to think outside the box. He is excellent at brainstorming sessions, frequently contributing innovative ideas and solutions. For instance, during a recent project, John developed a creative marketing strategy that increased engagement on social media by 30%. Thanks to his unique perspectives, John has helped drive successful outcomes and boost department performance.”

Negative Feedback Example for Creativity

“Though Jane has strong technical skills, she struggles with adapting to new challenges and situations. She often gets stuck in traditional ways of thinking and is hesitant to propose innovative solutions. This has, at times, limited the team’s ability to overcome obstacles and move forward with projects.

For Jane to improve their creativity skills, she should actively participate in brainstorming sessions, share her thoughts and ideas, and engage in exercises designed to promote out-of-the-box thinking.”

See also: Performance feedback phrases for creativity and innovation : 242 Examples

Interpersonal Skills

Interpersonal skills are essential in the workplace to build healthy relationships and work collaboratively. These skills also help to manage conflicts effectively and cultivate a positive work environment.

Positive Feedback Example for Interpersonal Skills

“Jane has demonstrated excellent active listening skills during team meetings and while working on projects. She effectively listens to her colleagues’ ideas and provides thoughtful feedback, which has improved overall team communication. She consistently fosters an environment of collaboration and cooperation and readily offers her assistance to colleagues.”

Negative Feedback Example for Interpersonal Skills

“During the last quarter, Susan failed to take responsibility for the deadlines and often blamed her team members. She struggles with clearly conveying her ideas and thoughts to others, leaving her colleagues confused and unsure of their tasks or objectives. To improve her interpersonal skills, Susan needs to work on her communication abilities and practice being more concise and clear with her instructions.”

See also: Performance feedback phrases for communication skills : Performance Review Phrases for Communication and Interpersonal Skills

Customer Service Skills

Effective customer service skills are crucial to providing an exceptional experience for customers.

Positive Feedback Example for Customer Service Skills

“Anna consistently demonstrates outstanding customer service skills. She is known for her empathy and active listening, allowing her to effectively understand and address customer concerns. As a result, Anna has been able to maintain a high level of customer satisfaction. She was attentive to customer needs and swiftly addressed their concerns, resulting in repeat business. Her excellent communication abilities enabled her to provide clear instructions, helping to avoid any misunderstandings. Anna’s problem-solving skills allowed her to quickly find solutions to customer issues, ensuring their satisfaction.”

Negative Feedback Example for Customer Service Skills

“Tom struggles in providing satisfactory customer service, because he is often more focused on completing tasks than actively listening to customers, which leads to misunderstandings and dissatisfaction. His lack of empathy prevents Tom from building rapport with customers, which negatively impacts their experience. Tom’s problem-solving skills are limited; he usually needs assistance from a manager to handle complicated customer issues.”

See also: Performance feedback phrases for customer service skills : Examples for Customer Focus and Customer Satisfaction

Technical Skills

Positive feedback example for technical skills.

“Alice has consistently demonstrated exceptional technical skills in her role. She exhibits a deep understanding of the latest software and tools, being proficient in their usage. Alice’s ability to troubleshoot complex technical issues and offer effective solutions showcases her strong problem-solving skills. Her mastery of technology has been pivotal in the successful completion of multiple projects, such as collaborating with team members to create a new app.”

Negative Feedback Example for Technical Skills

“Bob has been struggling to keep up with the technical demands of his role. He frequently requires assistance when working with new software or tools, causing delays in project completion. Bob’s inability to learn new technical skills quickly has hindered his effectiveness and impacted the overall team productivity. It is recommended that Bob invests more time in training and development to become proficient in essential technical skills.”

See also: Performance feedback phrases for technical skills : 150+ Examples (Teamwork, Technical Skills, Time Management)

Attention to Detail

Attention to detail is a critical skill that reflects an employee’s ability to achieve accuracy and focus in their job. This skill significantly contributes to their overall performance and helps reduce mistakes in their work.

Positive Feedback Example for Attention to Detail

“Bob consistently demonstrates exceptional attention to detail in his assignments. He has been able to deliver outstanding results in his projects while maintaining high levels of accuracy. His commitment to ensuring all tasks are thoroughly completed before moving on to the next has contributed to a more efficient workflow. Some specific instances of his excellent attention to detail include: Identifying and correcting a crucial error in a report that could have led to inaccurate conclusions being drawn; Meticulously tracking and documenting project progress to ensure all stakeholders were kept informed and up-to-date; Proactively preventing potential misunderstandings by carefully reviewing and proofreading all communication materials before distribution.”

Negative Feedback Example for Attention to Details

“Alice has struggled with attention to detail in her performance. Her work has been marked by occasional errors and oversights, which have led to lost time and resources in correcting these issues. Despite her best efforts, Alice has not shown improvement in this area, and it has negatively impacted her overall performance. Some examples of her lack of attention to detail include:

• Failure to review and double-check calculations, resulting in inaccurate financial reports that needed to be reworked.
• Missing important deadlines due to overlooking key tasks on her project plans.
• Communicating unclear or incorrect information to team members, leading to confusion and lost time in seeking clarification.

In order to improve her attention to detail, Alice could benefit from implementing strategies such as creating detailed checklists, setting aside dedicated review time for her work, and seeking feedback from colleagues to identify potential areas for improvement.”

See also: Performance feedback phrases for attitude : 100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

Adaptability

Adaptability skills are critical for thriving in fast-paced and ever-changing work environments. It is important for employees to be able to handle change effectively, stay composed under pressure, and swiftly adjust to new situations.

Positive Feedback Example for Adaptability

“Jane has consistently showcased her adaptability skills throughout the past year, particularly during the company-wide shift to remote work. Despite the unexpected challenges, she quickly embraced the new work environment and made necessary adjustments to maintain her productivity levels.

She demonstrated her ability to handle new software tools effectively and collaborated well with her team, ensuring everyone stayed connected and informed. Jane’s proactive approach to learning and embracing change sets a positive example for her peers and has been instrumental in keeping her department running smoothly.”

Negative Feedback Example for Adaptability

“John has struggled with adaptability throughout the year. He often appears resistant to changes implemented within the organization, avoiding new processes and tools. As a consequence, he has fallen behind on multiple projects, causing delays and additional work for his team. John’s inability to cope with change effectively and maintain a positive attitude has raised concerns among his managers and colleagues.

In order to improve his adaptability skills, John should seek opportunities to enhance his flexibility and openness towards new challenges. He should work on developing a proactive mindset, embracing changes within the workplace, and learning new skills. Successfully doing so will contribute to both his personal growth and his team’s success.”

See also: Performance feedback phrases for adaptability : Performance Review Phrases for Quality of Work, Adaptability, Communication

Reliability and Dependability

Positive feedback example for reliability.

“Heather consistently demonstrates a high level of reliability and dependability in her role. She can be trusted to complete tasks accurately and on time, even when faced with tight deadlines. She is often the first one in the office and the last one to leave, working diligently to ensure her projects are completed thoroughly and without errors. In fact, her dependability has made her a go-to person for her teammates, who know they can count on her assistance and collaboration.”

Negative Feedback Example for Reliability

“Although Michael is talented in many aspects of his job, he struggles with reliability and dependability. He is frequently late to work and has missed several deadlines, leaving his team members struggling to finish their tasks. Additionally, Michael has had difficulty in communicating effectively with his team, making it difficult for them to plan reliance on his contributions. This lack of reliability has had a negative impact on overall team performance, and Michael must focus on improving his time management and communication skills to become a reliable and dependable team member.”

See also: Performance feedback phrases for reliability : Performance Feedback Examples for Reliability and Dependability

Organizational Skills

Organizational skills are essential for employees to effectively manage their time, energy, and resources.

Positive Feedback Example for Organizational Skills

“Jane has consistently demonstrated excellent organizational skills throughout the past year. She meticulously plans her daily tasks using a digital task manager, which allows her to prioritize her workload efficiently. This has greatly impacted her ability to meet deadlines and deliver high-quality work.

Jane’s attention to detail has improved the workflow within her team. By implementing a shared calendar, Jane has facilitated better communication and coordination among team members, resulting in fewer scheduling conflicts and improved project efficiency. Her documentation practices have also contributed to a more organized and accessible repository of project files.”

Negative Feedback Example for Organizational Skills

“John has been struggling with organizational skills for several months. He often arrives at meetings unprepared, leading to lost time and decreased productivity. His disorganized workspace has caused difficulty for his coworkers when they need access to shared resources.

John’s inability to prioritize tasks has led to missed deadlines and a decline in the quality of his work. He would benefit from leveraging available tools, such as digital task managers and shared calendars, to develop a system that helps him stay on top of his responsibilities.

By improving his organizational skills, John can increase his overall efficiency, contribute more effectively to team projects, and achieve better results in future performance reviews.”

See also: Performance feedback phrases for planning skills : 169 Performance Review Feedback Phrases for Planning, Leadership, Management Style

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What is the Essay Method for Performance Appraisals?

While some would label it as the “grandfather” of performance appraisal methods, the essay method is still a commonly used appraisal method in a variety of business models. The essay method, sometimes known as the “free-form method,” is a performance review system where a superior creates a written review of the employee’s performance.

These essays are meant to describe and record an employee’s strengths and weaknesses in job performance, identifying problem areas and creating a plan of action to remedy them. Whether the essay is written by the appraiser alone, or in collaboration with the appraisee, essays provide supervisors the opportunity to assess behaviors and performance with greater complexity and attention to detail.

There are many reasons that the essay method--which was one of the first methods used to evaluate performance--is still effective today.

One of the most noteworthy aspects of essay appraisals is their free-form approach to performance reviews. Whereas some employers can feel limited by rigid performance appraisal criteria, the essay method takes a far less structured stance than typical rating scale methods. In so doing, the appraiser is able to examine any relevant issue or attribute of performance that is pertinent to an employee’s job description or overall company growth.

The essay method assumes that not all employee traits and behaviors can be neatly analyzed, dissected, and rated--instead, it allows appraisers to place varied degrees of emphasis on certain qualities, issues, or attributes that are appropriate. Rather than being locked into a fixed system, this open-ended method gives supervisors the freedom of expression and critical thought. For appraisers, there exist special services such as StudyCrumb , which help in writing accurate essays.

When preparing an essay, a supervisor may consider any of the following factors of an employee as they relate to the company and employee relationship: potential and job knowledge, understanding of the company’s policies, relationships with peers and supervisors, planning and organization, and general attitudes and perceptions. This thorough, non-quantitative assessment provides a good deal more information about an employee than most other performance appraisal techniques.

However, as with all performance appraisal methods, there are a few limitations that the essay method suffers from that are worth examining.

One of the major drawbacks of the essay method is its highly subjective nature--they are often subject to bias, and it can be difficult to separate the assessment of the employee from the bias of the evaluator. While the essay can provide a good deal of information about the employee, it tends to tell more about the evaluator than the one being evaluated.

Another element that essays leave out (that other appraisal methods rely heavily on) is comparative results. Instead of utilizing standardized, numeric questions, these appraisals rely only on open-ended questions. While the essay method gives managers the ability to provide detailed and circumstantial information on a specific employee’s performance, it removes the component of comparing performance with other employees. This often makes it difficult for HR to distinguish top performers.

Overall, the appraisal method’s greatest advantage--the freedom of expression for the evaluator--can also serve as its greatest handicap. Even the actual writing of the reviews can upset or distort the process of employee appraisals, as the introduction of inconsistent, unorganized, or poor writing styles can distort and upset the review process. An employee may be unfairly helped or harmed by an evaluator’s writing ability. An evaluator can also find themselves lacking sufficient time to prepare the essay, and can write an essay hurriedly without accurately assessing an employee’s performance.

What is the essay method best used for?

Appraisal by essay is generally most effective in performance reviews for employees with atypical job descriptions or non-numerical goals. While other appraisals work well in analyzing performance for jobs that are subject to goals based on numbers, essays offer a more subjective analysis of performance for employees with managerial or customer service positions.

When analyzing production, the essay method is most effective in combination with another appraisal method. Using a graphic rating scale along with essay appraisals allows one method to focus solely on numbers, while the essay portion can be used to analyze other performance goals.

Doing essay appraisals right

Here are 3 things to strive for in order to set your company up for success in essay performance appraisals:

• Consistency.

Keeping a standard for style and length of essay appraisals can make the biggest difference in ensuring that your reviews are effective. Essays that are unstructured and unnecessarily complex can be detrimental to an employee’s rating, as well as using unspecific, flowery language that is not relevant to the employee’s performance. In order to remain efficient and effective, today’s evaluators should focus on making appraisal essays short and specific, ensuring that the entire review reflects the performance of the employee.

The appraiser should also ensure that they are making sufficient time in their schedule to prepare the essay. A busy evaluator may compromise an employee’s performance rating by writing a hurried essay, or running out of time to thoroughly assess employee performance. It’s important for all participants of essay appraisals to take enough time to write a consistent, accurate, and succinct review in order to set employees up for success.

2. Proficiency.

If you’ve chosen to use essay appraisals in your organization, it’s important to ensure that your appraisers possess the ability to write well. Even if an essay contains detailed, circumstantial information, it becomes difficult to extract valuable data from a poorly written essay. To ensure that nothing stands between an HR professional’s ability to assess an employee’s performance, evaluators should be trained as well-equipped writers.

Giving writing assistant tools or tips to supervisors can make all the difference in the accuracy and efficiency of an employee’s performance review.

2. Objectivity.

Subjectivity is both a strength and a weakness in essay appraisals. Not only are essays themselves often biased, but the misinterpretation of essays can even further distance the main evaluator from an accurate portrayal of an employee’s performance. Including objective standards in a performance review results in a more balanced and productive review process, and helps to eliminate the forming of incorrect conclusions about an employee’s behavior and performance.

Organizations often implement this goal by pairing essay appraisals with another appraisal method, such as graphic scale ratings, to draw more accurate conclusions and performance data. In so doing, evaluators can utilize all of the free expression and open-ended characteristics of an essay appraisal, while still maintaining accurate, easily translated results that are effective for the overall organization.

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53 performance review examples to boost growth

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The importance of performance reviews

53 performance review examples, 3 tips for delivering a performance review to an underperformer, a performance review is an opportunity to foster growth.

Even the most well-intentioned criticism can be hard to hear. 

If you need to give feedback to a peer or employee, you might feel nervous. After all, you can probably empathize — most of us have been in their position. You want the person to know where they excel and how to improve, but you don’t want to come off as harsh or lose your authority. It’s a delicate balance.

When sharing professional feedback, you need to achieve that perfect equilibrium to motivate your team to continue doing their best work. Perfect your delivery by studying these 53 performance review examples.

A performance review -– also known as a performance appraisal — evaluates how well an employee is tracking toward goals and upholding the company vision and values . This formal assessment documents strengths and weaknesses , expectations for improvement , and other relevant employee feedback , like kudos for a standout performance. 

Performance reviews are essential because they provide managers (or employees assessing their peers) with a set time and structure for delivering in-depth, example-driven feedback. It’s also an opportunity for the reviewer to set metrics-based expectations so the reviewee knows how to improve for next time. 

Plus, performance reviews are an excellent opportunity to open lines of communication between peers or a manager and their direct reports. Both sides can clarify questions or concerns about performance, and the reviewer may use this time to motivate the reviewee. These types of workplace conversations build more trusting, engaged, and caring professional relationships. 

Unfortunately, typical performance reviews only inspire 14% of employees . In other words, reviewers need to step up their own performance if they want to make an impression during these meetings.

Effective performance reviews are level-headed and honest. They aren’t excuses to scold an employee for a mistake or poor performance . They make time to offer constructive criticism, praise what the team member is doing well, and provide suggested areas for improvement. 

To keep the conversation as productive as possible, study our list of performance evaluation examples that provide focused feedback and maintain an upbeat, inspiring tone that doesn’t undermine the seriousness of the commentary. 

Here are 53 employee evaluation examples for various scenarios. 

Communication

Good workplace communication helps teams clearly express ideas and work through problems effectively. Respectful communication also fosters healthy social relationships between peers, which are essential for a positive work culture. 

When you assess a colleague on this interpersonal skill , focus on the politeness of their interactions, the coherence of how they present information, and their ability to listen to others actively .

Use performance evaluation comments like the following when a colleague has done an exceptional job of clearly and respectfully communicating:

1. “I’ve noticed how clearly you communicate complex concepts to clients. I really admire this ability.” 

2. “You’re excellent at solving conflicts . Thank you for taking on this responsibility.” 

3. “Several of your teammates have told me how pleasant it is to work with you. Thank you for being such a respectful communicator.”

4. “I’ve been observing your standout negotiation skills and will continue to look for opportunities for you to use them.”

5. “I’d like to congratulate you on your clear and easy-to-follow presentations. Would you consider giving a workshop for your teammates?”

Improvement suggestions 

Poor communication leads to confusion and fraught interactions. Plus, muddled instructions or explanations can cause project errors, and negative delivery can harm team and stakeholder relationships . It’s important for each team member to have this skill.

Here’s how to cite communication that needs improving: 

6. “I’ve noticed that you sometimes miss part of an explanation. I have helpful materials on active listening I recommend taking a look at.” 

7. “Clients have noted that your explanations are difficult to understand. You have a strong grasp of complex concepts, but let’s work together on ways to break them down for an unfamiliar audience.”

8. “I’d appreciate it if you could communicate when there’s an issue on a project or you have a question. I’ve seen delays and errors due to a lack of updates.”

9. “Some of your emails to clients have had spelling and grammar errors. Could you make an extra effort to check your work so that we keep our company communication as polished as possible?” 

10. “Your teammates have cited rude interactions with you. We must keep communication respectful. Is something going on that’s causing you frustration or prompting these interactions?”

Innovation and creativity 

Innovative solutions and creativity allow organizations to generate new products and services, build a more resonant brand image, and connect successfully with their target audience. When giving a performance review, provide positive feedback on how the person contributes to the team or company’s growth. 

Teammates who offer fresh ideas for projects or ways to improve company processes to boost efficiency deserve a proverbial pat on the back. Here are five performance appraisal examples that show how to give it:

11. “Last quarter, you saved our team 50 hours of administrative work with your solution for streamlining databases. Thank you for this invaluable idea.”

12. “The marketing campaign you created to target younger audiences has been one of our most successful. Everyone on our team has something to learn from you.” 

13. “You’ve been integral to launching one of the most innovative apps on the market. You should be proud of yourself. You’re helping a lot of end users.” 

14. “I admire the way you creatively approach complex problems . You resolved a tricky supply chain issue that kept our deliveries on track.”

15. “You deeply understand the brand image and voice. All of your marketing copy and designs represent us well.”

Improvement suggestions

Team members in creativity- and innovation-driven roles may stagnate. Your organization might have a performance review template you can follow to zero on in how to improve in these areas. You can also use the following feedback pieces to push them in the right direction:

16. "You’re one of our most valued graphic designers. However, I’ve noticed that your recent designs have been similar. Let’s talk about ways to innovate.”

17. “Since you’re in a leadership role, I would like it if you took more initiative to offer creative solutions to problems . I have some reading to guide you.” 

18. “I’ve noticed that your copy lacks that fresh voice we admire. Have you also tracked this change, and what solutions do you have to liven up the writing?”

19. “You’ve offered some of the most innovative development ideas our company’s seen. But you’ve been quiet in brainstorming sessions lately. Let’s talk about what may be going on.”

20. “Your latest product innovation had flaws resulting from rushed work and a lack of attention to detail. Does that resonate?”

Everyone can be a leader — regardless of their rank at an organization. Team members set examples for their peers, and managers guide reports toward success. Whether you’re giving a performance review for a veteran or an entry-level employee, address their leadership skills where you can. 

When an employee exceeds expectations by mentoring others, taking charge of problems, and upholding organizational values , recognize their outstanding work with phrases like the following:

21. “Your positive attitude , willingness to take on more responsibility, and ability to explain concepts to your peers makes you an example to all.”

22. “I appreciate your advances in developing better leadership skills, like clear communication and excellent negotiation tactics. Kudos.” 

23. “I know you started here recently, but many people already look up to you. You take initiative, aren’t afraid to share ideas, and treat your peers respectfully.” 

24. “Since you’ve become a project manager, the development team consistently delivers quality outputs on time. You’re doing a great job guiding the group.” 

25. “When there was a conflict with a client last month, you stepped in to manage it. You have the makings of a great leader.”

If an employee like a project manager or team lead isn’t mentoring others as well as they could, a performance review is the perfect moment to tackle the issue. And if you have a stellar employee who isn’t showing the leadership and initiative required to earn them a promotion, they might need some encouragement to strengthen these skills. Use the following examples as a guide for wording your feedback:

26. “You’ve consistently been an excellent leader, but teammates have reported a lack of mentorship on recent projects, leading to confusion and poor results. What can we do to improve the clarity of your communication and guidance?”

27. “I’ve noticed that you’re stepping back from public speaking opportunities. You’re a strong leader already, but giving talks is an inevitable part of your role. Here’s information on a speaking course I took that could help.”

28. “Some of your teammates have said you’re difficult to approach with a problem. Let’s work to improve your communication skills to make others comfortable asking you for help.” 

29. “Your communication and mentorship skills are unmatched, but you still have to improve your time management skills. Several projects have run late, impacting client deliveries.” 

30. “You form excellent social relationships with your team, but you may be getting too close. I’m concerned you could lose your authority if you continue to act more like a peer than a mentor.” 

Collaboration and teamwork

Teams must work well together — it’s synergy that allows them to accomplish more than they’d be able to alone. Collaboration drives better organizational results and fosters a communicative, innovative work environment. Here’s how to tackle this topic in a performance appraisal.

Certain team members go above and beyond to help peers, manage conflicts, and share their knowledge. Reward them with statements like the following: 

31. “You’re an excellent resource for new team members. Thank you for being willing to share what you know.” 

32. “Your ability to adapt when obstacles arise and encourage your teammates to do the same has saved us from late deliveries several times. Congratulations, and thank you.”

33. “You didn’t have to navigate that conflict between your peers last week, but you stepped up. I think everyone in your group learned something from you that day.” 

34. “I know you’d like to be doing more on projects, but I appreciate that you’re splitting the work with newer teammates so they can learn. Exciting opportunities are coming your way soon.” 

35. “Your team traditionally had trouble working together. Thank you for identifying their strengths and guiding them as a leader to use them in harmony.” 

Employees resisting participation in a team or creating conflicts must change behaviors to help their peers thrive. Here are a few ways to suggest improvements: 

36. “I’ve noticed that you’ve been canceling team meetings and avoiding social events. Let’s talk about what’s going on.” 

37. “It’s great to challenge your peers' ideas, but I’ve repeatedly observed you push contrary thoughts when the rest of the team has reached a consensus. This can hold up projects, so I’d like to ask you to be more flexible.” 

38. “I know you’ve been very busy, but could you take more time to share your skills with others? There are new team members who could learn from you.” 

39. “You’re sometimes quick to nix others’ ideas. Try listening to their suggestions with a more open mind to be a better team player.” 

40. “You’re an involved leader, and that’s an excellent trait. But sometimes, you get too close to a project, and your guidance borders on micromanaging . I’d encourage you to try taking a step back when the team is working well together.”

Work ethic and organization

Punctuality, time management , and planning keep work flowing. In performance reviews, ensure all team members understand how their work ethics contribute to overall success.  

Show your appreciation to those employees who keep administrative tasks running smoothly. Here are some examples:

41. “Thank you for changing our customer relationship management system. Now everyone can access data more easily, and it’s improved our workflow.” 

42. “Your persistence in implementing the Agile project management framework has paid off. We’re delivering better, more timely products to clients.”

43. “You’re never late and sometimes even early. I appreciate your dedication to punctuality. It helps meetings run on time, and the day gets off to a strong start.”

44. “You always answer clients’ emails promptly. Thank you for your dedication to excellent customer service.” 

45. “As a project manager, you do a great job resolving teammate’s blockers efficiently. This allows them to perform tasks confidently and keeps projects on track.” 

Improvement suggestion

Employees who consistently arrive late or have trouble organizing tasks and following company processes negatively impact others’ ability to work well — not to mention their own. Here are constructive employee review examples for those cases: 

46. “You’re often tardy to meetings, which causes your teammates and clients to wait. This can be frustrating for stakeholders. I’d like to share some tips for time management.” 

47. “I’ve noticed you consistently turn in work late. I’m concerned you may have too much on your plate. Let’s assess your workload.”

48. “Client emails are falling through the cracks, making us look like we don’t care. Here’s a system I use to ensure I respond to every email quickly.”  

49. “I understand the new customer relationship management system is tricky, but we need everyone to get on board. Would it be helpful if I set up an additional training session to walk you through the software?”

50. “You didn’t meet your goals this quarter, so I’m modifying them for the upcoming one. Please let me know if you need tools, skills, or support to make achieving these goals possible.”

Performance review summary examples

Wrap up your review by revisiting what the employee has done well and highlighting the improvements they should make. Here are three examples you can model your performance review summary on:

51. “You’ve improved your communication and public speaking skills this quarter, making you a stronger leader. But you can still work on your task and time management skills by implementing better organizational practices.” 

52. “Your first few months at the company have been a success. You’ve learned to use our tools and processes, and your teammates enjoy working with you. Next quarter, I’d like you to take more initiative in brainstorming sessions.” 

53. “You’re a long-time valued employee, and you have a unique talent as a graphic designer. Your social media campaign last quarter was top-notch, but others have been stagnant. I know you can tap into your talents and do more innovative work.”

You’re a compassionate leader and never want to hurt anyone’s feelings. But in a performance review , you may have to deliver tricky constructive criticism . You’re giving this feedback with the best intentions, but doing so might make the other person defensive. Keep the conversation productive and focus on framing improvement as a positive with these three tips:

• Start and end on a high note: Open the conversation with what the employee has done well and circle back to this point after giving criticism. This will remind the employee of their value. 
• Use metrics: Don’t run a performance review on “gut feelings.” Quantifiable metrics and clear feedback allow you to identify areas of improvement. You must demonstrate specific examples and measurable figures to back up your claims. Otherwise, your criticism can seem unfounded. 
• Offer suggestions: An employee may not know how to interpret feedback and translate it into action items. And they might have some concluding performance review questions about how to improve. Offer help and a professional development plan so the person feels inspired, capable, and supported in making the changes you suggest.

Many fear receiving and giving sub-optimal feedback. However, in performance reviews, colleagues inevitably highlight negative aspects of a person’s work.

But if you establish a healthy balance between recognizing an employee’s strengths and offering constructive feedback for improvement (like in our performance review examples), these sessions turn into growth opportunities. Your colleagues take on new challenges, acquire better skills, and become more understanding teammates thanks to criticism.

And guess what? The next performance review will be less nerve-wracking for everyone involved.

Understand Yourself Better:

Big 5 Personality Test

Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

7 types of employee coaching (and why you can’t afford to miss out)

How professional coaching can be a force multiplier for the military, virtual coaching: the benefits of coaching without constraints, when corporate coaching has a role, consider these elements, how to have more impact peer coaching can accelerate team performance, innovations in coaching: growth through connection for an evolving world of work, coaching during crisis: new betterup research shows coaching helps employees navigate change and uncertainty, 9 coaching skills every leader needs, what’s a performance coach how to find & hire one, teamwork skills self-appraisal comments: 40 example phrases, 31 examples of problem solving performance review phrases, 17 positive feedback examples to develop a winning team, leverage love languages at work to improve your office culture, 10 performance review tips to drastically move the needle, how to give positive comments to your boss, 5 ways to recognize employees, 25 performance review questions (and how to use them), 16 constructive feedback examples — and tips for how to use them, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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7 Steps for How to Write an Evaluation Essay (Example & Template)

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

Learn about our Editorial Process

In this ultimate guide, I will explain to you exactly how to write an evaluation essay.

1. What is an Evaluation Essay?

An evaluation essay should provide a critical analysis of something.

You’re literally ‘evaluating’ the thing you’re looking up.

Here’s a couple of quick definitions of what we mean by ‘evaluate’:

• Merriam-Webster defines evaluation as: “to determine the significance, worth, or condition of usually by careful appraisal and study”
• Collins Dictionary says: “If you evaluate something or someone, you consider them in order to make a judgment about them, for example about how good or bad they are.”

Here’s some synonyms for ‘evaluate’:

So, we could say that an evaluation essay should carefully examine the ‘thing’ and provide an overall judgement of it.

Here’s some common things you may be asked to write an evaluation essay on:

This is by no means an exhaustive list. Really, you can evaluate just about anything!

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2. How to write an Evaluation Essay

There are two secrets to writing a strong evaluation essay. The first is to aim for objective analysis before forming an opinion. The second is to use an evaluation criteria.

Aim to Appear Objective before giving an Evaluation Argument

Your evaluation will eventually need an argument.

The evaluation argument will show your reader what you have decided is the final value of the ‘thing’ you’re evaluating.

But in order to convince your reader that your evaluative argument is sound, you need to do some leg work.

The aim will be to show that you have provided a balanced and fair assessment before coming to your conclusion.

In order to appear balanced you should:

• Discuss both the pros and cons of the thing
• Discuss both the strengths and weaknesses of the thing
• Look at the thing from multiple different perspectives
• Be both positive and critical. Don’t make it look like you’re biased towards one perspective.

In other words, give every perspective a fair hearing.

You don’t want to sound like a propagandist. You want to be seen as a fair and balanced adjudicator.

Use an Evaluation Criteria

One way to appear balanced is to use an evaluation criteria.

An evaluation criteria helps to show that you have assessed the ‘thing’ based on an objective measure.

Here’s some examples of evaluation criteria:

• Strength under pressure
• Longevity (ability to survive for a long time)
• Ease of use
• Ability to get the job done
• Friendliness
• Punctuality
• Ability to predict my needs
• Calmness under pressure
• Attentiveness

A Bed and Breakfast

• Breakfast options
• Taste of food
• Comfort of bed
• Local attractions
• Service from owner
• Cleanliness

We can use evaluation criteria to frame out ability to conduct the analysis fairly.

This is especially true for if you have to evaluate multiple different ‘things’. For example, if you’re evaluating three novels, you want to be able to show that you applied the same ‘test’ on all three books!

This will show that you gave each ‘thing’ a fair chance and looked at the same elements for each.

3. How to come up with an Evaluation Argument

After you have:

• Looked at both good and bad elements of the ‘thing’, and
• Used an evaluation criteria

You’ll then need to develop an evaluative argument. This argument shows your own overall perspective on the ‘thing’.

Remember, you will need to show your final evaluative argument is backed by objective analysis. You need to do it in order!

Analyze first. Evaluate second.

Here’s an example.

Let’s say you’re evaluating the quality of a meal.

You might say:

• A strength of the meal was its presentation. It was well presented and looked enticing to eat.
• A weakness of the meal was that it was overcooked. This decreased its flavor.
• The meal was given a low rating on ‘cost’ because it was more expensive than the other comparative meals on the menu.
• The meal was given a high rating on ‘creativity’. It was a meal that involved a thoughtful and inventive mix of ingredients.

Now that you’ve looked at some pros and cons and measured the meal based on a few criteria points (like cost and creativity), you’ll be able to come up with a final argument:

• Overall, the meal was good enough for a middle-tier restaurant but would not be considered a high-class meal. There is a lot of room for improvement if the chef wants to win any local cooking awards.

Evaluative terms that you might want to use for this final evaluation argument might include:

• All things considered
• With all key points in mind

4. Evaluation Essay Outline (with Examples)

Okay, so now you know what to do, let’s have a go at creating an outline for your evaluation essay!

Here’s what I recommend:

4.1 How to Write your Introduction

In the introduction, feel free to use my 5-Step INTRO method . It’ll be an introduction just like any other essay introduction .

And yes, feel free to explain what the final evaluation will be.

So, here it is laid out nice and simple.

Write one sentence for each point to make a 5-sentence introduction:

• Interest: Make a statement about the ‘thing’ you’re evaluating that you think will be of interest to the reader. Make it a catchy, engaging point that draws the reader in!
• Notify: Notify the reader of any background info on the thing you’re evaluating. This is your chance to show your depth of knowledge. What is a historical fact about the ‘thing’?
• Translate: Re-state the essay question. For an evaluative essay, you can re-state it something like: “This essay evaluates the book/ product/ article/ etc. by looking at its strengths and weaknesses and compares it against a marking criteria”.
• Report: Say what your final evaluation will be. For example you can say “While there are some weaknesses in this book, overall this evaluative essay will show that it helps progress knowledge about Dinosaurs.”
• Outline: Simply give a clear overview of what will be discussed. For example, you can say: “Firstly, the essay will evaluate the product based on an objective criteria. This criteria will include its value for money, fit for purpose and ease of use. Next, the essay will show the main strengths and weaknesses of the product. Lastly, the essay will provide a final evaluative statement about the product’s overall value and worth.”

If you want more depth on how to use the INTRO method, you’ll need to go and check out our blog post on writing quality introductions.

4.2 Example Introduction

This example introduction is for the essay question: Write an Evaluation Essay on Facebook’s Impact on Society.

“Facebook is the third most visited website in the world. It was founded in 2004 by Mark Zuckerberg in his college dorm. This essay evaluates the impact of Facebook on society and makes an objective judgement on its value. The essay will argue that Facebook has changed the world both for the better and worse. Firstly, it will give an overview of what Facebook is and its history. Then, it will examine Facebook on the criteria of: impact on social interactions, impact on the media landscape, and impact on politics.”

You’ll notice that each sentence in this introduction follows my 5-Step INTRO formula to create a clear, coherent 5-Step introduction.

4.3 How to Write your Body Paragraphs

The first body paragraph should give an overview of the ‘thing’ being evaluated.

Then, you should evaluate the pros and cons of the ‘thing’ being evaluated based upon the criteria you have developed for evaluating it.

Let’s take a look below.

4.4 First Body Paragraph: Overview of your Subject

This first paragraph should provide objective overview of your subject’s properties and history. You should not be doing any evaluating just yet.

The goal for this first paragraph is to ensure your reader knows what it is you’re evaluating. Secondarily, it should show your marker that you have developed some good knowledge about it.

If you need to use more than one paragraph to give an overview of the subject, that’s fine.

Similarly, if your essay word length needs to be quite long, feel free to spend several paragraphs exploring the subject’s background and objective details to show off your depth of knowledge for the marker.

4.5 First Body Paragraph Example

Sticking with the essay question: Write an Evaluation Essay on Facebook’s Impact on Society , this might be your paragraph:

“Facebook has been one of the most successful websites of all time. It is the website that dominated the ‘Web 2.0’ revolution, which was characterized by user two-way interaction with the web. Facebook allowed users to create their own personal profiles and invite their friends to follow along. Since 2004, Facebook has attracted more than one billion people to create profiles in order to share their opinions and keep in touch with their friends.”

Notice here that I haven’t yet made any evaluations of Facebook’s merits?

This first paragraph (or, if need be, several of them) should be all about showing the reader exactly what your subject is – no more, no less.

4.6 Evaluation Paragraphs: Second, Third, Forth and Fifth Body Paragraphs

Once you’re confident your reader will know what the subject that you’re evaluating is, you’ll need to move on to the actual evaluation.

For this step, you’ll need to dig up that evaluation criteria we talked about in Point 2.

For example, let’s say you’re evaluating a President of the United States.

Your evaluation criteria might be:

• Impact on world history
• Ability to pass legislation
• Popularity with voters
• Morals and ethics
• Ability to change lives for the better

Really, you could make up any evaluation criteria you want!

Once you’ve made up the evaluation criteria, you’ve got your evaluation paragraph ideas!

Simply turn each point in your evaluation criteria into a full paragraph.

How do you do this?

Well, start with a topic sentence.

For the criteria point ‘Impact on world history’ you can say something like: “Barack Obama’s impact on world history is mixed.”

This topic sentence will show that you’ll evaluate both pros and cons of Obama’s impact on world history in the paragraph.

Then, follow it up with explanations.

“While Obama campaigned to withdraw troops from Iraq and Afghanistan, he was unable to completely achieve this objective. This is an obvious negative for his impact on the world. However, as the first black man to lead the most powerful nation on earth, he will forever be remembered as a living milestone for civil rights and progress.”

Keep going, turning each evaluation criteria into a full paragraph.

4.7 Evaluation Paragraph Example

Let’s go back to our essay question: Write an Evaluation Essay on Facebook’s Impact on Society .

I’ve decided to use the evaluation criteria below:

• impact on social interactions;
• impact on the media landscape;
• impact on politics

Naturally, I’m going to write one paragraph for each point.

If you’re expected to write a longer piece, you could write two paragraphs on each point (one for pros and one for cons).

Here’s what my first evaluation paragraph might look like:

“Facebook has had a profound impact on social interactions. It has helped people to stay in touch with one another from long distances and after they have left school and college. This is obviously a great positive. However, it can also be seen as having a negative impact. For example, people may be less likely to interact face-to-face because they are ‘hanging out’ online instead. This can have negative impact on genuine one-to-one relationships.”

You might notice that this paragraph has a topic sentence, explanations and examples. It follows my perfect paragraph formula which you’re more than welcome to check out!

4.8 How to write your Conclusion

To conclude, you’ll need to come up with one final evaluative argument.

This evaluation argument provides an overall assessment. You can start with “Overall, Facebook has been…” and continue by saying that (all things considered) he was a good or bad president!

Remember, you can only come up with an overall evaluation after you’ve looked at the subject’s pros and cons based upon your evaluation criteria.

In the example below, I’m going to use my 5 C’s conclusion paragraph method . This will make sure my conclusion covers all the things a good conclusion should cover!

Like the INTRO method, the 5 C’s conclusion method should have one sentence for each point to create a 5 sentence conclusion paragraph.

The 5 C’s conclusion method is:

• Close the loop: Return to a statement you made in the introduction.
• Conclude: Show what your final position is.
• Clarify: Clarify how your final position is relevant to the Essay Question.
• Concern: Explain who should be concerned by your findings.
• Consequences: End by noting in one final, engaging sentence why this topic is of such importance. The ‘concern’ and ‘consequences’ sentences can be combined

4.9 Concluding Argument Example Paragraph

Here’s a possible concluding argument for our essay question: Write an Evaluation Essay on Facebook’s Impact on Society .

“The introduction of this essay highlighted that Facebook has had a profound impact on society. This evaluation essay has shown that this impact has been both positive and negative. Thus, it is too soon to say whether Facebook has been an overall positive or negative for society. However, people should pay close attention to this issue because it is possible that Facebook is contributing to the undermining of truth in media and positive interpersonal relationships.”

Note here that I’ve followed the 5 C’s conclusion method for my concluding evaluative argument paragraph.

5. Evaluation Essay Example Template

Below is a template you can use for your evaluation essay , based upon the advice I gave in Section 4:

6. 23+ Good Evaluation Essay Topics

Okay now that you know how to write an evaluation essay, let’s look at a few examples.

For each example I’m going to give you an evaluation essay title idea, plus a list of criteria you might want to use in your evaluation essay.

6.1 Evaluation of Impact

• Evaluate the impact of global warming on the great barrier reef. Recommended evaluation criteria: Level of bleaching; Impact on tourism; Economic impact; Impact on lifestyles; Impact on sealife
• Evaluate the impact of the Global Financial Crisis on poverty. Recommended evaluation criteria: Impact on jobs; Impact on childhood poverty; Impact on mental health rates; Impact on economic growth; Impact on the wealthy; Global impact
• Evaluate the impact of having children on your lifestyle. Recommended evaluation criteria: Impact on spare time; Impact on finances; Impact on happiness; Impact on sense of wellbeing
• Evaluate the impact of the internet on the world. Recommended evaluation criteria: Impact on connectedness; Impact on dating; Impact on business integration; Impact on globalization; Impact on media
• Evaluate the impact of public transportation on cities. Recommended evaluation criteria: Impact on cost of living; Impact on congestion; Impact on quality of life; Impact on health; Impact on economy
• Evaluate the impact of universal healthcare on quality of life. Recommended evaluation criteria: Impact on reducing disease rates; Impact on the poorest in society; Impact on life expectancy; Impact on happiness
• Evaluate the impact of getting a college degree on a person’s life. Recommended evaluation criteria: Impact on debt levels; Impact on career prospects; Impact on life perspectives; Impact on relationships

6.2 Evaluation of a Scholarly Text or Theory

• Evaluate a Textbook. Recommended evaluation criteria: clarity of explanations; relevance to a course; value for money; practical advice; depth and detail; breadth of information
• Evaluate a Lecture Series, Podcast or Guest Lecture. Recommended evaluation criteria: clarity of speaker; engagement of attendees; appropriateness of content; value for monet
• Evaluate a journal article. Recommended evaluation criteria: length; clarity; quality of methodology; quality of literature review ; relevance of findings for real life
• Evaluate a Famous Scientists. Recommended evaluation criteria: contribution to scientific knowledge; impact on health and prosperity of humankind; controversies and disagreements with other scientists.
• Evaluate a Theory. Recommended evaluation criteria: contribution to knowledge; reliability or accuracy; impact on the lives of ordinary people; controversies and contradictions with other theories.

6.3 Evaluation of Art and Literature

• Evaluate a Novel. Recommended evaluation criteria: plot complexity; moral or social value of the message; character development; relevance to modern life
• Evaluate a Play. Recommended evaluation criteria: plot complexity; quality of acting; moral or social value of the message; character development; relevance to modern life
• Evaluate a Film. Recommended evaluation criteria: plot complexity; quality of acting; moral or social value of the message; character development; relevance to modern life
• Evaluate an Artwork. Recommended evaluation criteria: impact on art theory; moral or social message; complexity or quality of composition

6.4 Evaluation of a Product or Service

• Evaluate a Hotel or Bed and Breakfast. Recommended evaluation criteria: quality of service; flexibility of check-in and check-out times; cleanliness; location; value for money; wi-fi strength; noise levels at night; quality of meals; value for money
• Evaluate a Restaurant. Recommended evaluation criteria: quality of service; menu choices; cleanliness; atmosphere; taste; value for money.
• Evaluate a Car. Recommended evaluation criteria: fuel efficiency; value for money; build quality; likelihood to break down; comfort.
• Evaluate a House. Recommended evaluation criteria: value for money; build quality; roominess; location; access to public transport; quality of neighbourhood
• Evaluate a Doctor. Recommended evaluation criteria: Quality of service; knowledge; quality of equipment; reputation; value for money.
• Evaluate a Course. Recommended evaluation criteria: value for money; practical advice; quality of teaching; quality of resources provided.

7. Concluding Advice

Evaluation essays are common in high school, college and university.

The trick for getting good marks in an evaluation essay is to show you have looked at both the pros and cons before making a final evaluation analysis statement.

You don’t want to look biased.

That’s why it’s a good idea to use an objective evaluation criteria, and to be generous in looking at both positives and negatives of your subject.

Read Also: 39 Better Ways to Write ‘In Conclusion’ in an Essay

I recommend you use the evaluation template provided in this post to write your evaluation essay. However, if your teacher has given you a template, of course use theirs instead! You always want to follow your teacher’s advice because they’re the person who will be marking your work.

Good luck with your evaluation essay!

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 10 Reasons you’re Perpetually Single
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 20 Montessori Toddler Bedrooms (Design Inspiration)
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 21 Montessori Homeschool Setups
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 101 Hidden Talents Examples

2 thoughts on “7 Steps for How to Write an Evaluation Essay (Example & Template)”

What an amazing article. I am returning to studying after several years and was struggling with how to present an evaluative essay. This article has simplified the process and provided me with the confidence to tackle my subject (theoretical approaches to development and management of teams).

I just wanted to ask whether the evaluation criteria has to be supported by evidence or can it just be a list of criteria that you think of yourself to objectively measure?

Many many thanks for writing this!

Usually we would want to see evidence, but ask your teacher for what they’re looking for as they may allow you, depending on the situation.

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How to Write a Self Evaluation (With Examples)

First step, be honest about your hits and misses.

Self evaluations are performance assessments that bring you and your manager together to rate your performance over a given time span (quarterly, semi-annually, annually) either using a scale (one to 10 or one to five) or by answering open-ended questions. You complete the evaluation and so does your manager. During the performance review , the two of you compare notes to arrive at a final evaluation.

What Is a Self Evaluation?

Self evaluations are performance assessments that both employees and managers complete. They can be done quarterly, semi-annually or annually, and range from open-ended questions discussed to ratings given on a numeric scale.

Writing about yourself, especially if those words are going to be part of your permanent work record, can be daunting. But it doesn’t have to be. In fact, self evaluations give you a voice in your performance review , and they’re opportunities to outline your career goals and get help in reaching them.

Below, we’ll examine self evaluation benefits, tips and examples, plus how both employees and managers can complete them successfully.

More on Self Evaluations Self-Evaluations Make Stronger Leaders. Here’s How to Write One.

Benefits of Self Evaluations 

1. help employees and managers prepare for performance reviews.

Completing a self evaluation can help guide the eventual performance-review conversation in a structured, but meaningful, way. It also helps both parties get an idea of what needs to be discussed during a performance review, so neither feels caught off guard by the conversation.

2. Give Employees an Opportunity to Reflect on Their Progress

Since self evaluations are inherently reflective, they allow employees to identify and examine their strengths and weaknesses. This helps employees both know their worth to an organization and what they still have left to learn. 

“Self evaluations enable employees to see their work in its entirety,” Jill Bowman, director of people at fintech company Octane , said. “They ensure that employees reflect on their high points throughout the entire year and to assess their progress towards achieving predetermined objectives and goals.”

3. Help Managers Track Employee Accomplishments

Employee self assessments help managers more accurately remember each employee’s accomplishments. “As many managers often have numerous direct reports, it provides a useful summary of the achievements of each member,” Bowman said.

4. Improve Employee Satisfaction

Academic literature indicates that employees are more satisfied with evaluations that involve two-way communication and encourage a conversation between manager and employee, according to Thomas Begley, professor of management at Rensselaer Polytechnic Institute . 

The thing is, employees have to trust that the process is fair, Begley added. If they believe it is, and they’re treated fairly and respectfully during the process, employees react positively to self evaluations.

5. Can Decrease Employee Turnover

Some companies see tangible results from self evaluations. For example, Smarty , an address-verification company, enjoys low staff turnover, said Rob Green, chief revenue officer. The self-evaluation method, coupled with a strong focus on a communication-based corporate culture, has resulted in a 97 percent retention rate, Green told Built In.

Related 6 Ways to Be More Confident in Performance Reviews

How to Write a Self Evaluation

The ability to write a self evaluation is a critical career skill.

“Self evaluations give you a platform to influence your manager and in many cases, reframe the nature of the relationship with your manager,” Richard Hawkes, CEO and founder of Growth River , a leadership and management consulting company, said. “And all results in business happen in the context of relationships.”

Below are some tips on how to complete a self evaluation.

1. Track Your Work and Accomplishments

Daily or weekly tracking of your work can help you keep track of your progress and also prevent last-minute “what on earth did I do the last six months?” panic at performance evaluation time, said Peter Griscom, CEO at Tradefluence . “Strip down the questions to two or three, and just ask yourself, ‘How well did I communicate today?’ ‘How well did I solve problems today?’ ‘What have I achieved today?’” Griscom said. “Get in the habit of writing those things out and keeping track and over time.”

2. Answer Honestly  

For his first self evaluation, Griscom remembers wondering how to best answer the questions. After he asked his manager for guidance, Griscom answered the questions as accurately as he could. “What came out of it was really valuable, because it gave me a chance to reflect on my own achievements and think about where I can improve,” he said. “It forced me to do the thinking instead of just accepting feedback.”

3. Highlight Your Achievements

If your boss has a handful of direct reports, chances are good they haven’t noticed each of your shining moments during a review period. This is your chance to spotlight yourself. Quotas exceeded, projects finished ahead of schedule, fruitful mentoring relationships, processes streamlined — whatever you’ve done, share it, and don’t be shy about it, said Alexandra Phillips , a leadership and management coach. Women, especially, tend not to share achievements and accomplishments as loudly or often as they should. “Make sure your manager has a good sense of where you’ve had those wins, large and small, because sometimes they can fly under the radar,” Phillips added.

4. Admit Weaknesses and How You Have Grown 

If you’ve made a whopper mistake since your past review, mention it — and be sure to discuss what you’ve learned from it. Chances are good your manager knows you made a mistake, and bringing it up gives you the opportunity to provide more context to the situation.

5. Acknowledge Areas of Improvement

Be prepared for your manager to point out a few areas for improvement. This is where career growth happens. “If you want something,” whether it’s a promotion or move to another department, “you need to know how to get there,” said Phillips.

Related What Are Short-Term Career Goals? (With 12 Examples)

Self Evaluation Examples and Templates Answers

Still not sure what to do when you put pen to paper? Here are six open-ended self evaluation sample questions from the Society for Human Resource Management, as well as example answers you can use to prepare for your own self evaluation.

1. Job Performance Examples

List your most significant accomplishments or contributions since last year. How do these achievements align with the goals/objectives outlined in your last review?

How to answer with positive results: In the past year, I successfully led our team in finishing [project A]. I was instrumental in finding solutions to several project challenges, among them [X, Y and Z]. When Tom left the company unexpectedly, I was able to cover his basic tasks until a replacement was hired, thus keeping our team on track to meet KPIs. 

I feel the above accomplishments demonstrate that I have taken more of a leadership role in our department, a move that we discussed during my last performance review.

How to answer with ways to improve: Although I didn’t meet all of my goals in the last year, I am working on improving this by changing my workflow and holding myself accountable. I am currently working to meet my goals by doing [X, Y and Z] and I plan to have [project A] completed by [steps here]. I believe that I will be able to correct my performance through these actionable steps.  

Describe areas you feel require improvement in terms of your professional capabilities. List the steps you plan to take and/or the resources you need to accomplish this.

I feel I could do better at moving projects off my desk and on to the next person without overthinking them or sweating details that are not mine to sweat; in this regard I could trust my teammates more. I plan to enlist your help with this and ask for a weekly 15-minute one-on-one meeting to do so.  

Identify two career goals for the coming year and indicate how you plan to accomplish them.

One is a promotion to senior project manager, which I plan to reach by continuing to show leadership skills on the team. Another is that I’d like to be seen as a real resource for the organization, and plan to volunteer for the committee to update the standards and practices handbook.  

2. Leadership Examples

Since the last appraisal period, have you successfully performed any new tasks or additional duties outside the scope of your regular responsibilities? If so, please specify.

How to answer with positive results: Yes. I have established mentoring relationships with one of the younger members of our team, as well as with a more seasoned person in another department. I have also successfully taken over the monthly all-hands meeting in our team, trimming meeting time to 30 minutes from an hour and establishing clear agendas and expectations for each meeting. Again, I feel these align with my goal to become more of a leader.

How to answer with ways to improve: Since the last review period, I focused my efforts on improving my communication with our team, meeting my goals consistently and fostering relationships with leaders in other departments. Over the next six months, I plan on breaking out of my comfort zone by accomplishing [X, Y and Z].  

What activities have you initiated, or actively participated in, to encourage camaraderie and teamwork within your group and/or office? What was the result?

How to answer with positive results: I launched the “No More Panicked Mondays” program to help on-site and remote colleagues make Mondays more productive. The initiative includes segmenting the day into 25-minute parts to answer emails, get caught up on direct messages, sketch out to-do lists and otherwise plan for the week ahead. NMPM also includes a 15-minute “Weekend Update” around lunch time, during which staff shares weekend activities. Attendance was slow at first but has picked up to nearly 90 percent participation. The result overall for the initiative is more of the team signs on to direct messages earlier in the day, on average 9:15 a.m. instead of the previous 10 a.m., and anecdotally, the team seems more enthusiastic about the week. I plan to conduct a survey later this month to get team input on how we can change up the initiative.

How to answer with ways to improve: Although I haven’t had the chance to lead any new initiatives since I got hired, I recently had an idea for [A] and wanted to run it by you. Do you think this would be beneficial to our team? I would love to take charge of a program like this.  

3. Professional Development Examples

Describe your professional development activities since last year, such as offsite seminars/classes (specify if self-directed or required by your supervisor), onsite training, peer training, management coaching or mentoring, on-the-job experience, exposure to challenging projects, other—please describe.

How to answer with positive results: I completed a class on SEO best practices and shared what I learned from the seminar during a lunch-and-learn with my teammates. I took on a pro-bono website development project for a local nonprofit, which gave me a new look at website challenges for different types of organizations. I also, as mentioned above, started two new mentoring relationships.

How to answer with ways to improve: This is something I have been thinking about but would like a little guidance with. I would love to hear what others have done in the past to help me find my footing. I am eager to learn more about [A] and [B] and would like to hear your thoughts on which courses or seminars you might recommend. 

Related How to Find the Right Mentor — and How to Be One

Types of Self Evaluations

Self evaluations can include rating scale questions, open-ended questions or a hybrid of both. Each approach has its own set of pros and cons to consider.

1. Rating Self Evaluation

Rating scale self evaluations give a list of statements where employees are asked to rate themselves on a scale of one to five or one to ten (generally the higher the number, the more favorable the rating). 

For example, in Smarty’s self evaluations, it uses a tool called 3A+. This one calls for employees and managers to sit down and complete the evaluation together, at the same time. Employees rate themselves from 3, 2 or 1 (three being the best) on their capability in their role; A, B or C on their helpfulness to others, and plus or minus on their “diligence and focus” in their role. Managers rate the employees using the same scale. A “perfect” score would be 3A+, while an underperforming employee would rate 2B-.

At the performance evaluation meeting, managers and employees compare their ratings, and employees ask for feedback on how they can improve.

But rating systems can have their challenges that are often rooted in bias . For example, women are more likely to rate themselves lower than men. People from individualistic cultures, which emphasize individuals over community, will rate themselves higher than people from collectivist cultures, which place a premium on the group rather than the individual.

2. Open-Ended Question Self Evaluation

Open-ended questions ask employees to list their accomplishments, setbacks and goals in writing. The goal of open-ended questions is to get employees thinking deeply about their work and where they need to improve. 

Open-ended questions allow employees a true voice in the process, whereas “self ratings” can sometimes be unfair , Fresia Jackson, lead research people scientist at Culture Amp , said. 

With open-ended questions, employees tend to be more forgiving with themselves, which can be both good and bad. Whatever result open ended questions bring about, they typically offer more fodder for discussion between employees and managers.

3. Hybrid Self Evaluation

Hybrid self evaluations combine both rating questions and open-ended questions, where employees assess their skills and accomplishments by using a number scale and by answering in writing. This type of self evaluation lets employees provide quantitative and qualitative answers for a more holistic reflection. 

Self-Evaluation Questions for Performance Reviews

If you’ve never done a self evaluation, or if you just need a refresher before your next performance review, looking over some examples of self evaluation questions — like the ones below — can be a helpful starting point.

Common Self-Evaluation Questions for Performance Reviews

• What are you most proud of?
• What would you do differently?
• How have you carried out the company’s mission statement?
• Where would you like to be a year from now?
• List your skills and positive attributes.
• List your accomplishments, especially those that impacted others or moved you toward goals.
• Think about your mistakes and what you’ve learned from them.
• What are your opportunities to grow through advancement and/or learning?
• How do the above tie to your professional goals?

Self-Evaluation Questions for Career Planning and Growth

• What are you interested in working on?
• What are you working on now?
• What do you want to learn more about?
• How can I as your manager better support you?
• What can the company do to support your journey?
• How can the immediate team support you?
• What can you do to better support the team and the company? 

Self-Evaluation Questions for Performance and Career Goals

• How did you perform in relation to your goals?
• What level of positive impact did your performance have on the team?
• Did your performance have a positive impact on the business?
• What was your level of collaboration with other departments?
• What corporate value do you bring to life?
• What corporate value do you most struggle to align with?
• Summarize your strengths.
• Summarize your development areas.
• Summarize your performance/achievements during this year.
• How would you rate your overall performance this year? 

Related How to Set Professional Goals

How Should Managers Approach Self Evaluations?

It’s clear here that self evaluations, as a type of performance review, are more employee- than manager-driven. That said, managers are a key ingredient in this process, and the way managers handle self evaluations determines much about how useful they are and how well employees respond to them. To make sure they’re as effective as possible, consider these suggestions.

Train Managers on How to Use Evaluations

“If you don’t, there’s no point in doing them, because the manager is going to be the one driving the conversations,” Elisabeth Duncan, vice president of human resources at Evive, said. “Without training, the [evaluations] will be a checkbox and not meaningful.”

Don’t Use Ratings Formulaically

The results of self evaluations that employ a scale (say, one to five) can vary wildly, as one manager’s three is another manager’s five. Use the scale to identify and address discrepancies between the manager’s and employee’s answers, not to decide on raises or promotions across the company.

Hold Self Evaluations Often

They work best as career-development tools if they’re held semi-annually, quarterly or even more often. “It’s about an ongoing, consistent conversation,” Duncan said.

Tailor Them For Each Department

Competencies in sales very likely differ from competencies in tech, marketing and other departments. Competencies for junior-level employees probably differ wildly from those for senior managers. Self evaluations tailored to different employee populations will be more effective, and fairer.

Stress That the Rating Is Just the Start

The rating or the open-ended questions are the beginning of the evaluation process; they are not the process itself. “These are tools to trigger a conversation,” Duncan said.

Overall, think of self evaluations as a way to engage with your manager and your work in a way that furthers your career. Embrace the self evaluation and get good at writing them. In no time at all, you’ll find that they can be a productive way to reflect on yourself and your skillset.

Frequently Asked Questions

What is a self evaluation.

A self evaluation is a personal assessment used for employees to reflect on their strengths, weaknesses, accomplishments and overall progress during an allotted time on the job.

Self evaluations are often completed quarterly, semi-annually or annually, and can include numbered rating questions or open-ended written questions.

How do you write a good self evaluation?

An effective self evaluation is one where you highlight your achievements and instances of growth as well as areas for improvement during your given period of time at work. Tracking specific accomplishments and metrics can be especially helpful for writing a good self evaluation.

Jessica Powers contributed reporting to this story.

Recent Career Development Articles

Tips for Writing a Strong Self-Evaluation (With Examples)

It’s no secret that nobody really loves the self-assessment performance review process. Singing our own praises may make our toes curl — and acknowledging where we’ve made mistakes in the past can feel uncomfortable or embarrassing.

So it seems like little wonder, then, that according to 2019 research by Gallup , 86% of employees say that they don’t find performance reviews helpful for driving improvement. Getting this part of the performance review right requires introspection, a non-judgmental attitude, and asking yourself the right questions to guide self-evaluation. 

To get things started, use our tips in this article to help guide your reflection process. Then, follow up with our Self-Evaluation Template to help you structure your written evaluation.

Key Takeaways:

• Your self-assessment is a chance to be your own advocate.
• Track achievements year round to make the process easier.
• Include specific examples of any skills learned or goals met.
• If you’re stuck on what to write, consult manager and peer feedback.

What is a Self-Assessment Performance Review?

The self-assessment performance review is a key part of the performance management process. It’s a chance for self-reflection on your job performance, including your core strengths and areas for improvement. It also paints a picture for your manager of how you view yourself in relation to your team and the company as a whole, and surfaces any career aspirations or growth needs.

Self-assessment performance appraisals help employees see how their work contributes to the organization and their overall career aspirations, making them far more motivated to do their best work. They’re linked to increased employee performance, higher levels of job satisfaction, and improved employee engagement.

Benefits of employee self-evaluation include:

• Set goals more effectively: A 2020 study on managerial feedback found that focusing on future actions, rather than dwelling on past events, leads to better performance. When we evaluate our overall performance in the context of our professional development and progression, it helps us pinpoint the skill sets we need in the future.
• Eliminate performance review bias: A 2019 study on 30 years of performance management research found that when employees participate in the performance management process, it leads to greater satisfaction in the outcome. Employees were more likely to say the process felt fair and unbiased, because their participation created a two-way, collaborative process.
• Improve employee confidence: Our self-efficacy — or beliefs about how likely we are to succeed in a particular topic or learning opportunity — play an important role in how we perform. A 2021 study based on classroom learning found that when students reviewed their own performance, it boosted their confidence.
• Increase team alignment: Viewing your own performance in the context of how it contributes to your team’s overall goals helps highlight areas of misalignment in terms of processes or communication — meaning you can improve how your team works together. 

What to Reflect On Before Writing an Employee Self-Assessment

Jumping into a self-evaluation might feel a little daunting. Taking a moment to do an informal review of your performance, progress, and goals can help you collect your thoughts when it’s time to write the real thing.

In the spirit of continuous feedback and the performance review process , consider your metrics of success for your own performance — whether that’s a quantitative measure like KPIs and OKRs, or more qualitative, such as your emotions and feelings about the last year.

Make sure you write down specific examples of any skills learned, goals met, or targets hit, so that you’re well-prepared for the next performance review cycle.

Here are our five best practices to get this process right.

1. Identify how you really feel. 

Start by figuring out how you actually feel about your overall performance without the pressure of presenting these thoughts in a professional context. 

Try taking some notes or consulting a trusted friend or peer about how you feel you’ve performed over the last quarter or year. Acknowledge the full spectrum of your experiences, including any specific examples you might feel hesitant to highlight in your formal performance review.

Coming up with an unfiltered version will help you understand how your perspective comes across, and you can always make edits once you start writing.‍

2. Review your goals.

Setting goals — and feeling motivated to achieve them — is the cornerstone of doing your best work. Review how you performed against your most recent goals. Did you meet, exceed, or struggle to meet expectations?

For each goal, evaluate yourself based on the following questions:

• Why did you meet — or struggle to meet — this goal?
• When you didn’t meet a goal, what blockers made progress difficult?
• Was this goal clear, specific, and challenging enough? Why?
• Thinking about the goals you struggled to meet, what could you improve on to meet goals like this in future?
• Thinking about the goals you achieved, how can you build on this success to set a new goal?

As you reflect on goal progress, use your objectives and key results (OKRs) to provide a framework for your self-assessment, adding details and examples from the past year that contextualize your progress or challenges.

3. Review your manager’s feedback. 

Your performance review is an opportunity to check in with your manager about your progress and have a dialogue on what’s next. But it’s also an opportunity for you to provide additional context on anything that might have improved or hindered your performance and goal accomplishment. 

Look at recent one-on-ones or manager feedback from previous check-ins for guidance. What did your manager highlight or praise? Was there any constructive feedback on your performance?

Make sure you reference your accomplishments in your review and highlight what you did well. For areas that need improvement, provide additional context for any questions you think your manager might ask, and share any details about how you approached a project or situation that shed light on its outcome. Reflect on how you grew, and your plans to continue improving. 

4. ‍ Review notes from peers and coworkers. 

Peer feedback isn’t just great for professional development and surfacing new performance perspectives — it’s also vital for fostering the environment needed for great teamwork. In fact, one 2015 study on employee recognition found that praise from team members can have twice the impact on your wellbeing at work compared with manager feedback.

Evaluating feedback from peers can help you see how you’ve supported your team’s overall goals, as well as highlighting your progress on any non-technical skills — like problem-solving or communication — that build a more complete picture of your progress in the last year. Look through any past performance reviews, emails, personal messages, team meeting slide decks, or your company’s Praise Wall to collate a balanced view of how your peers see you.

Evaluate your progress by considering the following questions:

• How have you helped team members and peers deliver on their goals?
• Were there any specific instances or projects where team members praised your contributions?
• How have you followed through on team expectations?
• How would you rate your teamwork and collaboration skills?

Find more question examples in our Peer Review Template .

Writing Your Performance Review Self-Assessment

Once you’re ready to write your self-appraisal, you’ll want to collate everything you’ve noted during the reflection process, and start crafting your highlight reel that outlines all of your accomplishments since your last review.

To get started, use your job description as a guide. Evaluate how you meet each of the core competencies and skill sets, pointing to specific examples when you demonstrated each. While you write, work through the following topics:

• Role in the wider team: How does your work connect to the bigger picture? What kind of teammate are you?
• Unique selling point: What do you contribute that sets you apart? How is your team unable to function without you?
• Key results: Review any OKRs. What key results did or didn’t you achieve? Why or why not?
• Areas for improvement: Things can change for the better after a performance evaluation. What does that look like for you?

Examples of How to Talk about Your Accomplishments in Your Self-Assessment

Many folks worry about sounding braggy in a self-review. And while it might feel uncomfortable to sing your own praises, try writing it like you’re advocating for someone else to show what you’re capable of.

Talk about the cause and effect of your actions on projects, and make sure to reference praise you’ve gotten from others. Include business outcomes, quotes from happy customers, and any tangible data. Talk assertively about your accomplishments like they’re facts.

Try using these self-evaluation examples to help you guide your review.

‍Goal Accomplishment

• “I set an OKR this year to grow our social channels 20%, but I exceeded that goal by growing them 40%.” 
• “My contribution to project X has helped increase customer NPS 10x.” 
• “Project Y has streamlined our process and saved time across teams.” 
• “Project Z will bring in more and better-qualified leads.” 
• “I accomplished a personal developmental goal to learn a new skill by working alongside peers in a different department.”

Project Management

• “I demonstrate strong time management skills when hitting project deadlines.”
• “I communicate project updates with all team members and relevant stakeholders in a timely manner.”
• “When running project X, I was effective at delegating tasks and following up on work to make sure our team stayed on deadline.”
• “I am effective at taking ownership of new projects and managing their successful completion.”

Team Support and Enablement

• “I always review my team member’s work within 24 hours of being asked.” 
• “Because of my feedback on this project, XYZ was completed faster.” 
• “I supported the success of our customer conference by being a speaker, and received praise from our VP of Marketing.”
• “I go above and beyond to make sure our team operates at its best, and I regularly provide help and support to team members when working on a collective goal.”

Non-Technical Skills

• “My problem-solving skills helped overcome a key strategic challenge in a recent project.”
• “Because of my effective decision-making skills, we were able to complete project XYZ in a timely manner.”
• “I regularly contribute my ideas and perspectives in team meetings to help boost our team’s output and goal accomplishment.”
• “I’m successful at staying on top of my to-do list, and regularly communicate progress with team members on shared projects.”

Ongoing Contributions

• “I maintain and moderate a critical daily community discussion channel.” 
• “I reach out to prospects early in the morning, since they’re in a different time zone than I am.”
• “I send out a weekly update to the entire organization about my project or function.”
• “I helped launch and manage a new Employee Resource Group that supports our LGBTQ+ employees.”

Examples of How to Talk About Areas of Improvement

It can be hard to talk about your mistakes or recognize room for improvement in aspects of your work. For this reason, tone is particularly important when it comes to this portion of your self-assessment.

When talking about any areas for improvement, focus on honesty, and try not to be defensive, minimize errors, or blame others in your self-evaluation. Remember that everything you say is from your own perspective, so it’s a good practice to phrase things accordingly, such as “I found out I benefit from x”, or “I found I work best in x conditions”. 

Reflecting on where you need to improve can also be a perfect opportunity to talk about how you want to grow in your career or improve in your job. When talking about mistakes or known problems during the review period, stay positive and emphasize the solution and next steps. You want to position yourself as a problem-solver with self-awareness.

For example, perhaps you weren’t prepared to take on a task because you weren’t trained. Propose enrolling in a class to help you step up your career development and take on more responsibilities.

When reflecting on your areas for improvement, try emulating the following examples:

• “I can sometimes struggle to take the lead in project management scenarios. I’d really like to take on some leadership skills classes to help me develop.”
• “I find it hard to share my ideas with team members on how to approach a project or piece of work, because I get overwhelmed when talking in a larger group. This year, I’d really like to learn how to develop my confidence with some mentoring.”
• “I made a scheduling mistake that contributed to a delay on our team’s recent project. I learned better time management skills as a result and have a plan to manage these situations better in future.”
• “I struggle with my presentation skills in front of a large audience. Is there someone in our wider team I can learn from?”

Crafting a Roadmap for Future Progression

Your self-assessment is a chance to be your own biggest advocate. As you work through the review process, try not to look at it as exposing your weaknesses, past failures, or mistakes. Instead, look at it as an opportunity, with your manager’s help, to take ownership of your career path, celebrate your wins, and unravel any niggling issues.

Working through this collaborative process should feel like a conversation with your manager that gives you a roadmap to help you perform at your very best in the future. For more support, download our Self-Evaluation Template . 

Related content

7 Best Practices to Increase Your Performance Review Participation Rates

Performance Review Questions for Peers, Managers, and Direct Reports

A Comprehensive Guide to Performance Management Cycles

The Value of Self, Manager, Peer, and Upward Feedback in a Performance Review Cycle

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Blog Human Resources How to Write a Performance Review That Inspires Growth (With Examples & Templates)

How to Write a Performance Review That Inspires Growth (With Examples & Templates)

Written by: Jessie Strongitharm Jan 18, 2023

Newsflash: employee performance reviews don’t have to be stressful, tedious or boring. Once you learn how to write reviews that are inspiring, impactful and actionable, these goal-setting sessions are a great opportunity to realign and re-energize your team. 

So if you’re looking for tips to write effective performance reviews that motivate employees to reach their highest potential, look no further. In this article, I’ll show you how to write performance reviews that inspire meaningful growth, plus tons of examples and customizable performance review templates to get you started.

Click to jump ahead: 

What is a performance review.

• What is the purpose of writing a performance review
• How to write a performance review 

How to write a negative performance review

• Performance review FAQ

A performance review, also known as a performance appraisal or evaluation, is a formal assessment of an employee’s contributions within a certain time period. During an employee performance review, managers or team leads will evaluate an employee’s work, provide constructive feedback, identify strengths/weaknesses and help set goals. 

The review process typically involve filling in a document to keep record of the assessment and any expectations communicated, like so:

Employee performance reviews also give staff the opportunity to ask questions and share feedback with managers. 

The time and scope of the review process can vary depending on the company, company size and their goals for conducting the review. They may take place monthly, quarterly…

…annually, or at some other frequency decided upon by leadership. 

Prefer watching instead? Check out this video for a summary of our article  21 Engaging Performance Review Examples [+ Tips From an HR Manager]   for best practices, templates and more.

Return to Table of Contents

What is the purpose of a performance review?

Performance reviews are key for aligning team members and cultivating the continued success of a company. As a talent management tool , these formal processes give managers the opportunity to

• reflect on an individual’s performance and achievements
• communicate expectations
• increase employee engagement
• course-correct and find solutions for any issues
• provide reinforcement and assurance

On the administration side of things, performance reviews are used to… 

• offer employees advice on how they can improve
• decide bonuses or raises
• identify opportunities for internal promotions 
• justify letting employees go in the future

But remember: these reviews aren’t just a chance for managers to relay observations. When conducted effectively, they offer a space for conversation, consideration and collaboration from  both parties.

Employees should ask questions and share feedback with their manager. Filling out a self-evaluation may be part of the review process too. 

(Psst! If you like any of the templates you’ve seen so far, know that you can 100% customize their content to work for your evaluation needs. Just click the template and sign up for free to get started. Select any text box to change the words or the font — i.e. your brand font — or any other visual asset on the page.)

All in all, the more people are on the same page, the better the team alignment and output will be.

Now, I know what you’re thinking: with all these positive outcomes, how come performance reviews are so…scary?

Well, it all depends on the kind of feedback you provide. In fact, research shows traditional methods for giving feedback are received so poorly that one-third of employees’ performance actually gets worse! 

That’s why knowing how to write a performance review with impact, and one that pushes people to meaningfully improve, is so important.  

What to include in a performance review

While performance reviews may touch on a number of topics, virtually all involve assessing an employee’s…

• Areas of strength 
• Areas of improvement or development
• Contributions (or opportunities for contributing) to the team and company culture
• Alignment with a company’s core values or goals, as demonstrated through their actions 

Here’s a customizable performance evaluation template that provides some examples.

As you can see, common things taken into consideration include an employee’s communication, teamwork, punctuality, reliability, quality of work, work ethic and goal completions. During a performance review, everything from day-to-day behavior to big project outcomes are up for discussion.

Self-assessments can include space for the employee to comment on all the above. You may also want to ask what kinds of personal development goals they have, or learning areas they may be interested in. This is key for showing staff that you value them as people. 

Ready to write a performance review that truly paves the way for more good to come? Let’s get to it.

How to Write a Good Performance Review (+ Examples & Templates That Motivate) 

No matter whether this is your first time or your fiftieth, here are eight tips and performance review examples that’ll guide you through the process and empower your team.

Organize your thoughts and streamline the process 

Before you even begin to consider holding a formal review, it’s crucial you have a system in place to help you organize your approach. This helps you call up specific examples from their past performance and evaluate all actions that took place over the review period easily. That way, you don’t fall victim to recency bias — in other words, considering an employee’s recent behavior only.

Employee evaluation forms are a key piece of your performance management system . In addition to saving you time, these forms ensure everyone receives the same evaluation.

Without them, you may fall into an inconsistent method of evaluation, which isn’t exactly fair to your team. 

What’s more, these visual documents allow employees to reference everything said during a review. And when it comes time for promotions or firings, you have a track record to look back on.

(Psst! Once again, feel free to customize any of the templates you see to suit your own needs. It’s super easy!) 

Be honest, objective and empathetic

In order to build trust and respect with the employee — not to mention, maximizing their potential for growth — being honest, objective, and empathetic during the performance review is essential.

First, honesty is key in order to provide employees with an accurate assessment of their performance . All communications should be made in good faith, and staff shouldn’t have to feel like they need to read between the lines to understand what your feedback really means. 

Similarly, you should aim to be as objective as possible . If you don’t qualify statements with tangible examples, it’ll give the impression you either failed to pay attention, or worse, based your observations on personal opinion. 

This is where correct documentation comes into play!

Use performance checklists whenever possible prior to your review. A well thought-out list is your secret weapon for evaluating employees objectively and thinking critically about areas they can improve. The employee checklist templates below can easily be adjusted to reflect critical improvements and action steps. 

Treat these documents as an important part of your performance management systems for keeping employees engaged and motivated. 

Finally, it’s vital to be empathetic and open to conversation when delivering feedback. Only then will you get the full picture and insights into what might hindering their performance, so you can both find solutions that work.

Use specific examples to back up your points

Providing specific examples and observations you’ve made is integral to a productive performance review process. 

While the overarching theme of their work performance may seem clear to you, the only way you’ll be able to clearly demonstrate where employees hit or missed the mark is by providing concrete evidence. So do your very best to give employees an accurate representation of their performance by pointing out specific instances. 

(Hint: this is why organizing your thoughts is so important!) For added assurance, relay these instances in an editable performance review document that employee can reference easily, like the example below. (If you need more room, just use Venngage’s intuitive visual editor to apply changes in a flash).

By using specific examples, you provide them with a more tangible understanding of how their performance has been, rather than just general statements which might be hard for them to comprehend and correct. 

Additionally, concrete examples serve as a reference point for their future performance, as well as a means of measuring progress made. Ultimately, they allow the employee to have a better understanding of their performance and provide them with the motivation to do better in the future.

Choose your language carefully

When writing or communicating your observations during a performance review, it’s crucial you choose your words wisely. 

Of course, honesty is key. But you also want to frame the conversation so that employees feel inspired to improve. A Gallup survey found employees who feel inspired to do better after receiving feedback were nearly four times more engaged than employees who felt negatively.

Here are some best practices to follow while writing or delivering a performance review:

• Use action verbs to clearly articulate the behavior demonstrated: check out this appraisal action verbs list for inspiration. 
• Use specific examples to back up your assessments : discussed in #3.
• Don’t speak in absolutes , i.e. “He’s always late” or “She’s never a team player”: even if the behavior is repetitive, these statements demonstrate a black and white way of thinking about something (or someone!) and rarely reflect the truth. 
• Focus on solutions, not problems: when bringing up undesirable behavior, do your best to specify a path forward — you may want to create an action or development plan to delineate these steps clearly. 

As far as the last point goes, you can easily edit this template to record your plan effectively and set everything into action. Simply edit the sections and text content to create your ideal document.

Looking for concrete examples of what to write or say?

Here are a few adapted from the articles 13+ Constructive Performance Appraisal Examples & Phrases to Simplify Review Season and 21 Engaging Performance Review Examples [+ Tips From an HR Manager] :

• Highly organized and excellent at time management — responds to all communications in a timely manner (within 24 hours). 
• Collaborative with others and available to assist when needed.
• Maintains a culture of transparency and encourages knowledge-sharing across all teams in the department .
• Consistently provides reports the training and resources needed to meet their goals .
• Talented at thinking outside of the box and finding creative solutions to blockers .
• Actions constructive criticism and strives to improve performance .
• Not afraid to ask questions to clarify or resolve issues before they become major problems.
• Develops innovative solutions to problems and works proactively to avoid future issues .

Needs improvement

• Struggles to adapt to change and embrace new technology or processes .
• Struggles to deliver work on time .
• Shows a pattern of failing to communicate or ask for assistance when it’s needed .
• Hesitant to cooperate with requests from other departments .
• Shows bias when addressing team, openly favoring some employees over others. 
• Fosters disconnect by consistently communicating different messages to different reports .
• Excels when working alone, but has trouble working collaboratively with a team .

Pair critical feedback with positive observations

A phrase that’s always stuck with me is, “You catch more flies with honey than with vinegar”.

Now look, I know no one is in the business of catching flies. But the gist is: you get better results by treating people with kindness and respect than you do with condescension or disregard .

The same applies for performance reviews — it’s best to bolster any less-than-favorable observations with positive comments or constructive solutions.

Not only will team members feel their existing strengths are appreciated and remain open to your critiques, but they’re more likely to see the review as an opportunity to improve, rather than a stain on their tenure.

This editable template contains a few examples of ways you can frame these observations in your writing. Note the focus on solutions rather than problems!

Another way to action this advice is to comment something positive before giving a critique. For example, “ Jennay consistently produces high-quality work, however she often struggles to deliver work on time .” 

Then, follow up with ideas to mitigate this issue.

Encourage employee input at every level

The most valuable and productive performance reviews foster open dialogue between the employee and manager. And when it comes to writing them specifically, getting employees to fill out a self-assessment prior to the review is smart. By providing a robust employee evaluation form that poses thoughtful questions, you’ll tease out nuggets of important info and get a better understanding of their perspective — before you’ve even talked. 

Below is one such example:

As you can see, these forms provide employees the opportunity to reflect and share their thoughts on their responsibilities, goals, and any aspects of their role or environment they may be struggling with. It also prepares them for the review process at large. 

At Venngage, we ask our employees to fill out a self-assessment about their favorite projects and moments of discouragement, team contributions and requests for support. Employees then assess how well they’ve embodied Venngage’s core values out of five, and whether they’ve achieved their goals.

We also ask them to place themselves on a matrix, so everyone can visualize their growth as time goes on. Edit the template above to try this out with your team! All in all, we’ve found self-assessments are instrumental. They help employees know exactly what to expect from the performance review process, and encourage them to be proactive in figuring out how they can improve.

Visualize performance with a skills/values matrix

As mentioned, our own performance reviews involve placing an employee on a matrix. This is an incredibly effective way of visualizing progress, streamlining the performance review and making any development goals stick. 

As an evaluation tool, both parties can plot where they think the employee ranks for certain core values or skills. Since each quadrant corresponds with key learnings, you can find worthwhile discussion points and paths forward.

Read this post on performance analysis quadrants to learn more .

Here’s another take on a performance matrix that could work for your team. You could use one for each core competency and skill. Or, give your employee a bird’s eye view by creating a matrix that encapsulates their wholesale performance. 

End on a positive note

Last but not least, it’s a good idea to wrap things up in a way where mutual respect is apparent. 

Even if the review was more critical than complementary, use your final moments as an opportunity to set action plans into motion that address areas for improvement. And no matter their behavior and output, be sure to express good feelings about their future prospects at the company. 

Now with all that said, you might be looking for some advice specific to less-than-favorable performance reviews…

As a lead, it’s your job to deliver performance reviews that are both honest and constructive — no matter what kind of feedback you’re delivering. For a negative performance review this is especially important. 

Consider it a chance to show your own managerial strengths as someone who can drive change and inspire others. 

Begin on a positive note before providing any constructive feedback. Be sure to note a few things they’ve done well in the time period, so they’re more receptive to what you have to say. 

Afterwards, you may start identifying areas in which the employee has underperformed (e.g. missed deadlines, mistakes, poor communication). Provide specific examples that support your points so they know exactly what behavior you’re referring to. 

Make sure to provide clear and actionable feedback on how the employee can improve, and leave room to hear what they have to say. This will give you a better understanding of their mindset, and any blockers you may not have known about.

Offering support and resources can help them make progress too — it’s one way you can end a difficult conversation on a positive note. Here’s an HR infographic template with some ideas:

Above all else, remember to remain professional and courteous throughout the review. Focus on facts rather than personal opinions, and provide action steps rather than accusations. 

Instead of saying “You make careless mistakes constantly and everyone is frustrated”, try: “I encourage you to take some extra time once you’re done to review your work. This will help speed up our processes and make things much more efficient.” 

The bottom line: just because you’re giving a negative review doesn’t mean you have to deliver the news negatively. 

Performance review FAQ 

What should you say during a performance review.

When conducting a performance review, it’s important to give honest, fair and constructive feedback. Do your best to provide positive reinforcement for good behavior and use constructive criticism when explaining areas in which the employee can improve.

It’s also important to discuss the employee’s goals and the progress they have made towards those goals, and provide specific examples of how the employee has contributed to the success of the team or organization. Finally, make sure to provide clear and achievable steps the employee can do to improve in the future.

How do you start a performance review?

Before beginning a performance review, ensure the employee is comfortable and ready to engage in a productive, two-way conversation. Then, outline the purpose of the review, its format and how it will be conducted (providing a time range and setting expectations in advance is always helpful). 

It’s a good idea to outline the goals and objectives of the review, and how they relate to the employee’s career development. Finally, give them a chance to ask any questions prior.

Motivate meaningful progress with an effective performance review 

Conducting performance reviews can be a daunting task. But hopefully with the examples, tips and best practices I’ve outlined, you can feel confident writing performance reviews that leave employees determined — not disheartened. 

Venngage’s customizable performance review templates and intuitive visual editor make it a breeze to streamline the entire process. With these tools, you can organize, document and deliver motivational performance reviews that inspire employees to reach their goals. Start writing reviews that empower today!

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Performance Appraisal, Essay Example

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(1) It is important, for efficiency purposes, to store these files digitally. They should be scanned, rather than “filed”, and kept in a digital file. This will make it much easier to review past evaluations by any level of management. These digital files can be stored in an easily accessible database, for anyone with authority to access.

(2) By making more extensive employee evaluations for those who fall below standard with their current responsibilities, the company can benefit in two ways. First, the employee may be better suited for a different position within the company. This reduces turnover rate, and improves loyalty and morale. Secondly, it gives the employee a fair chance to prove their overall worth before further action is taken (with the obvious exceptions).

(3) This section should also offer employees to self-evaluate. Comparing the results of the managers with employee results could be very helpful in the evaluation process. It can also show initiative in candidates for future managerial positions.

(4) Another way to improve overall transparency is to allow employees to, in an anonymous manner, evaluate each other. This can simply mean adding one question: “Is there any staff member(s) you feel need improvement, and why?” This ten-minute exercise can give insight into everything that goes on in an office, when compared to the other e-filed documents regarding individual employees.

(5) This is again with regards to employee development, which should be the main intent of any employee evaluation. Comparing manager evaluations to evaluations made by other staff members, or the staff themselves can show whether or not there is a large disconnect between a manager and his staff. This is a great way to test transparency, as well as effectiveness of management to foster correct employee development, and thus company productivity.

*The main point is the first step towards true transparency is a full and complete employee database, documenting previous evaluations electronically. This makes a comparison much more easily, and a better idea of true employee effectiveness.

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8 performance appraisal methods you should be aware of

Performance Reviews

Performance appraisals form an essential part of the HR department as they provide important and useful information for the assessment of employee’s performance, skill, knowledge, and overall ability. These appraisals are not only used to eliminate behavior and productivity issues, but also to motivate employees to contribute more. There are many modern performance appraisal methods that organisations can implement depending on their preference: most have their specific advantages as well as limitations. Let us have a look at some of them in more detail.

What are the different performance appraisal methods?

Graphic Rating scale:

A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait. The scores are meant to separate employees into tiers of performers, which can play a role in determining promotions and salary adjustments.  The method is easy to understand and quite user friendly. It allows behaviors to be quantified making appraisal systems much easier.

What are the methods of performance evaluation in Graphic rating scale?

However, the scale has disadvantages that make it difficult to use as an effective management tool. Even with intense training, some modern performance appraisal methods will be too strict. Some will be too lenient, and others may find it hard to screen out their personal agendas. Although it is good at identifying the best and poorest of employees, it does not help while differentiating between the average employees.

Analyse performance of employees working on Project A from April to June 2017

Essay Performance Appraisal method:

Essay Appraisal is a traditional form of Appraisal also known as “Free Form method.” It involves a description of the employee’s performance by his superior which needs to be based on facts and often includes examples to support the information. Under this method, the rater is asked to express the strengths and weaknesses of the employee’s performance.

What are the techniques of performance appraisal in the Essay Performance Appraisal method?

This technique is normally used with a combination of the graphic rating scale in one of the modern methods variants, because the rater or feedback giver can present the scale in more detail by also giving an explanation for his rating. While preparing the essay on the employee, the rater also needs to consider specific job knowledge, understanding of the company’s policies and objectives, relations with peers, ability to plan and organize, attitude and perception of employees in general.

The Essay performance appraisal methods are non-quantitative and highly subjective. While it provides a good deal of information about the employee, it takes a lot of time of the appraiser which is not always feasible.

Checklist Scale performance appraisal method:

Under this method, a checklist of statements of traits of the employee in the form of Yes or No based questions is prepared. If the person giving the feedback believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank. Here the rater only does the reporting or checking and the HR department does the actual evaluation after observing details over a period of time – and it does not allow detailed analysis of the overall performance.

Critical Incidents method:

In this method, managers prepare lists of statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job. The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior.

What is a performance appraisal in Critical Incidents method

At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance. It provides an objective basis for feedback and conducts a thorough discussion of an employee’s performance appraisal process – hence also known as cost accounting method.

Although this method avoids recency bias , there is a tendency for manager and employee both to focus more on the negative incidents than otherwise.

Work Standards performance appraisal method:

In this technique, management establishes the goals openly and sets targets against realistic output standards. These standards are incorporated into the organizational performance appraisal system . Thus each employee has a clear understanding of their duties and knows well what is expected of them. Performance appraisal and interview comments are related to these duties. This makes the appraisal process objective and more accurate. It works best in long-term situations for human resources teams, as it considers performances during that duration and eliminates time consuming processes.

However, it is difficult to compare individual ratings because standards for work may differ from job to job and from employee to employee. It does not allow for reasonable deviations.

Ranking Appraisal:

Here the manager compares an employee to other similar employees, rather than to a standard measurement predefined for employee productivity. The employees are ranked from the highest to the lowest or from the best to the worst. The problem here is that it does not tell how much better or worse one is than another. Also it cannot be used for a large number of employees, or feedback.

Attention to detail

Management by objectives (MBO) methods of performance review are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. Usually the objectives are established jointly by the supervisor and subordinate. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress, and drive their future performance. The MBO method of performance review concentrates on actual outcomes.

What makes MBOs efficient is the ability to set SMART Goals i.e. set goals that are Specific, Measurable, Actionable, Relevant and Time-bound.

The problem of judgmental performance evaluation inherent in the traditional methods of employee performance appraisal process led to some organisations to go for objective evaluation by developing a technique known as “Behaviorally Anchored Rating Scale (BARS)” around the 1960s. This performance appraisal method is considered better than the traditional ones because it provides advantages like a more accurate gauge, clearer standards, 360 degree feedback, and consistency in evaluation.

The BARS method is designed to bring the benefits of both qualitative and quantitative data to the employee appraisal process. It compares an individual employee’s performance against specific examples of behaviour that are anchored to numerical ratings.

Although even this method has its limitations as it is often accused of being subject to unreliability and leniency error.

Performance appraisal process is already being considered a necessary evil . Thus companies need to be careful while selecting out of these appraisal methods and accept feedback on improving the process. The method should be able to provide value to the company starting from the review period as well as the employees and managers.

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The Essay Method of Performance Appraisal

by Danielle Smyth

Published on 9 Aug 2019

The question of how to effectively gauge an employee’s performance on the job has been answered many times in many different ways, but there’s certainly no one agreed-upon method recommended by the human resources industry. Most experts agree that performance management is a critical part of having a successful business in today’s world and that effectively managing, developing and evaluating employees leads to a more efficient workforce and better company culture.

However, it’s deciding how to implement it within a certain company structure that can be challenging, and implementation is key to keeping the process effective rather than disruptive. The essay method of performance appraisal can be a great choice due to its thorough, thoughtful and unobtrusive nature.

Secrets to Effective Performance Appraisals

The truth is that effective performance appraisals take time. They take up the manager’s time, the employee’s time and the time of human resources, and they can potentially take up the time of teammates and co-workers who are asked about projects and collaboration.

For them to mean something, the process needs to be taken seriously, but that always must be balanced against the forward motion of the company and the day-to-day workloads of the employees in question.

Methods of Performance Appraisal

There are a number of methods used in today’s industries to evaluate employees. All of them require some sort of performance standard to be set at first and then an evaluation over a set period of time against that standard.

Some methods of review can be more effective than others, but some also require more dedicated time and thought from the manager or other evaluator. Some of the more common methods include the checklist method, the comparison or forced distribution method and the essay method.

Checklist Method of Performance Appraisal

With the checklist method, an employee is judged against a list of criteria. The criteria have been developed for the level or job of the employee, and usually all employees at similar levels are evaluated against it.

• Yes/no checklists simply ask the evaluator to determine whether the employee exhibits the behavior defined in each criterion: for example, “comes to work on time,” “frequently contributes to group discussions” or “meets daily safety requirements.” It’s important to make sure that all criteria are phrased so that a "yes" is the desired answer because it can be very easy to confuse an evaluation when this isn’t the case. This provides a very simple and straightforward way of judging performance but won’t get into much nuance of individual strengths and weaknesses and may not do much to differentiate one employee from another.
• Leveled checklists ask the evaluator to rate the employee on some sort of scale for each criterion. This could be a scale from one to five where five is optimal, or it could be a verbal scale with levels like “needs improvement,” “meets expectations” and “exceeds expectations.” Criteria might be “completes work within the timeline,” “collaborates with other departments” or “shows technical expertise.” These scaled ratings provide more nuance into each individual employee and should help highlight strengths as well as areas for improvement, but they require the manager to take more time to understand the performance within the department.

Comparison or Forced Distribution Methods

Comparison or forced distribution methods rate employees comparatively and against each other. This can be done in cases where an organization is rather flat, and it makes sense to compare a collection of employees together. The downside is that it can create a false sense of competition within employee groups or can result in bad attitudes.

• Paired evaluations give the evaluator a set of employee comparisons and asks him to choose who is the better employee. This is normally done within a department. For example, a department of four employees would end up with six pairs for comparison, and the evaluator (or team) would then select the best employee within each pair. For larger departments, this can be time consuming for the evaluators.
• Rankings simply ask the evaluator to rank employees from best to worst. This method is fully based on the perception of the evaluator and is not entirely popular because it is not systematic and can be easily affected by undiscovered bias on the part of the evaluator. It is, however, relatively easy to do for any manager who knows the team well.
• Forced distribution methods focus on the fact that most evaluators tend to rate their employees well. It requires the evaluators to meet a set distribution within their evaluations such that each evaluation finds poor performers as well as excellent ones. While this can be a way to identify areas for improvement, it can also be read as having to meet a quota with ratings, which can lead to dissent.

Essay Evaluation Method

The essay method is a fairly straightforward approach in which the manager or evaluator writes a descriptive essay about each employee. The essay would cover the employees' achievements throughout the evaluation period as well as their strengths and weaknesses. The essay format gives the evaluators the flexibility to focus on whatever they personally find important about the individual’s performance.

However, the essay method can be time consuming for the manager, and it requires a certain level of writing skill for the evaluation to be meaningful. It also is unlikely to be systematic, which can make it difficult to compare evaluations from person to person.

Performance Appraisal Essays

The performance evaluation essay is maybe the most interesting of the methods, as it allows a manager to genuinely express thoughts about the employee in question rather than having to work with a template or list of criteria or comparisons.

There are advantages to this, mainly in allowing the appraisers to focus on what they feel is important for each individual whom they are evaluating. The downside of this apparent freedom is because the entire essay is subjective based on the evaluator’s approach, it becomes difficult to obtain any big-picture conclusions about the department, and it can be difficult to compare employees within a certain group.

The key to a successful performance appraisal essay is the writing skills of the person assembling it . Her attention to basic essay structure and her descriptions of the behaviors on which she focuses will determine whether the right message will get across during the evaluation, both to the employee and to the team of other managers and human resources employees who may be involved with ratings, promotions and improvement plans. Some attention to basic essay-writing principles should help the evaluator construct an essay that will be meaningful to all parties involved.

" id="basic-essay-writing " class="title"> Basic Essay Writing

The following are essential to the writing of an effective performance appraisal essay:

• Preparation: For any essay, the first step is to gather information about the topic at hand. In this case, the manager should take the time to review past performance, current expectations and future needs for each employee whom he intends to evaluate. Review the employee’s achievements this year and examine reports and project records to get a full picture of performance.
• Evaluation: Once the information is at hand, it’s important to spend time connecting the dots to figure out what story the essay needs to tell about the employee’s performance. Identify any changes in the employee’s performance over the evaluation period and establish a list containing the behaviors that have been commendable and in which areas the employee could use improvement.
• Creation: Construct the essay in a manner that suits the manager’s writing style. Be sure to use professional, fair language and describe in words the successes and challenges of the employee’s work over this time period. 

Writing the Essay

The essay should open with an introduction summarizing the work completed by the employee during the evaluation period. Be sure to note key projects and pay attention to ongoing work as well as completed jobs. This is the time to discuss what the employee has done and recognize his overall contribution to the business. For example:

Jon successfully supported the infrastructure team, the McAce project and the office renovations project with technical drawings and materials lists as requested. He personally was able to complete the ventilation upgrade project, which ran over schedule but came in under budget. He submitted all monthly reports on time and took a training course this year to improve his skills at AutoCAD.

Highlight Employee Successes

The next portion of the essay should highlight some real successes for the employee. Mention his strengths and any areas where he has shown visible improvement over past performance. In this portion, focus less on what was done and more on how it was done. To continue the example:

Jon’s skill at estimation has improved greatly over the past year, with only one of his personal projects running over budget (as compared to at least 50 percent the previous year). This makes it much easier for the department to manage our overall budget appropriately and is greatly appreciated. Jon has been described as “friendly” and “personable” by his teammates, who have no problem approaching him when they need a drawing or have a question. He also had huge success with his contributions to the McAce project, which would have fallen behind schedule without his work.

Outline Areas for Improvement

After calling out successes, take some time to consider areas in which the employee needs improvement. For employees currently meeting all expectations, consider their future career path: Are there areas they need to develop in order to move into a new position? For employees whose performance may not be up to par, try to address it fairly and be straightforward and logical.

A number of Jon’s projects ran over schedule this year. It appears that Jon’s technical understanding of the work at hand could perhaps use some development. One such corrective action might be making sure to check with operators and maintenance personnel before launching a new project concept to make sure the problem at hand is actually being solved. Also, while Jon’s open personality makes him approachable, it can also lead to Jon taking extra-long breaks for conversation throughout the day, which can disturb some employees from their work.

Note that the criticisms are couched calmly in specific language that isn’t accusatory or angry and that the behaviors described correlate to an undesirable outcome. In some cases, a corrective action should be suggested. In other cases, it’s best to wait until the final step and develop a path forward with the employee in question.

" id="create-a-forward-plan " class="title"> Create a Forward Plan

The essay should end with a forward plan for the employee, involving any additional training or development she may need to meet current expectations as well as some sort of idea of the next step in her career.

The final step in the performance assessment essay is, of course, reviewing the essay with each employee. It’s best to give the employee a chance to read the evaluation and then open the floor to any questions the employee might have about what’s been written.

If an employee wants to challenge an assertion, she can be encouraged to write a short essay in return discussing why she might disagree with the essay. It’s important to discuss the successes and give recognition where it’s due as well as the challenges in order to ensure the employee understands.

Evaluation Essay

Evaluation essay generator.

Creating an essay is a part of every student’s academic journey. There are different kinds of essays that can be a part of a  student writing  task. One of these essays is the evaluation essay. What can set apart an evaluation essay from various kinds of academic essays is that it can also be used in different undertakings within the corporate and professional environment. Evaluation essays are not limited to be used for educational purposes as it can also be beneficial in the fields of business, research and community development.

An evaluation essay contains an objective assessment that is written by an individual who should be fully-knowledgeable of what he or she is writing about. More so, this essay relays the sound judgement about a specific subject matter or topic of discussion. Each evaluation essay are based on evaluative writing that are commonly created in accordance to a set of criteria or value measurements. We have curated ten evaluation essays that you can refer to if you want to write your own evaluation essay.

Self-Evaluation Essay Sample

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Student Self-Evaluation Essay

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Things to Remember When Writing an Evaluation Essay

An evaluation essay should always be direct to the point and specific as it contains factual information that is essential to be known by the readers. To avoid  common essay mistakes , some of the things that you should always remind yourself when writing an evaluation essay are listed below.

• When writing an evaluation essay, a writer must always be backed up by evidences so that he or she can support the evaluation being made. If you are writing an evaluation essay, you should always be objective with the content that you are presenting. Your opinion matters but you should make sure that it is based on reality. Evaluation essays work best if the readers can identify the sources that you have used to come up with the assessment that they are currently reading. If you will ensure that there is enough evidences to support you, then your evaluation essay can be more credible and relevant.
• Be specific with the kind of evaluation essay that you are creating. An evaluation essay can only be effective if you are aware of the purpose on why you are writing the document. Being able to present details, comments, and information that is directly related to the kind of evaluation essay that you are writing can help you create a highly-usable output. There are different kinds of evaluation essays and you should be aware that each of them have differences depending on the purpose of their creation. Come up with a highly-usable and effective evaluation essay by directly providing the needs of your readers.
• Always be clear when presenting your evaluation. Since the main purpose of an evaluation essay is to relay your viewpoint about a specific subject, you have to make sure that you will be precise and concise when delivering the message that you want your readers to be knowledgeable of. You have to explain how you were able to create the evaluation which includes the specification of the factors that you have considered within the entirety of the evaluation and writing process.

Humanities Project Evaluation Essay

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Printable Self-Evaluation Essay Example

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Purposes of an Evaluation Essay

There is a wide variety of evaluation  essay examples that are specifically created for particular purposes. Evaluation essays can cover a lot of topics which is why it is used in a range of industries and processes. The different kinds of evaluation essays can be used for the following instances and activities:

• To create a book report or a review of a book’s content and how it has affected the reader
• To identify critical points of a written work may it be a poem, another essay or a research paper
• To create a literature or literary review to fully identify the content of a literary piece
• To give critique about an initial analysis or a full process
• To support the processes of employment regularization or employee promotion
• To assess and analyze the results of a reading activity
• To add value to a recommendation letter
• To analyze a research topic that can fully affect the entire research activity
• To evaluate the work performance of either a student or an employee
• To identify the strengths and weaknesses of an individual through a self-evaluation

With the different ways on how you can use an evaluation essay, it is safe to say that there are a lot of fields of expertise that can benefit from this document. When creating your own evaluation essay, you should always keep in mind that the content of your essay must be relevant to the message that you would like to disseminate or share to your target readers.

Thesis Paper Evaluation Essay Example

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Evaluation Essay Sample in PDF

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Qualitative Evaluation Essay Example

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Steps in Writing an Evaluation Essay

If you want to create an evaluation essay, you should be strategic when it comes to the presentation of information that can be helpful in the writing activity. Your evaluation essay can only be fully-maximized if there is an organized discussion of your evaluation as well as the facts that can support your thesis statement.

Here is an  essay writing basic guide  that you may follow when writing an evaluation essay:

• Be aware of your topic. The first thing that you need to do when writing an evaluation essay is to be knowledgeable about the topic that you will write about. As much as possible, research about the subject of discussion so you can easily identify the characteristics that you can evaluate and the criteria that you will use for evaluation.
• Make sure to have a set of criteria that can help you determine your evaluation. Once you are already aware of your topic, you can already set criteria that will serve as the basis for your evaluation. If you will properly identify the criteria that will best fit your needs for the specific evaluation, then you can make your evaluation essay stronger and more effective.
• Refer to samples and templates of evaluation essays. It will be helpful if you will look at different kinds of evaluation essay samples and templates. These documents can help you be more familiar with what an evaluation essay is and how the details present in this kind of essay should be arranged and presented.
• Create an evaluation essay draft. It will depend on you if you will use a template as your guide when writing an evaluation essay. You can also just browse through samples and start your evaluation essay from scratch. One thing that we highly suggest you should do is to make a draft or an outline of the discussion that you would like to have. This can help you ensure that all the necessary information will be placed in your final evaluation essay.
• Start writing the content of your evaluation essay. Through the help of the draft that you have created, write a thesis in the first paragraph of your essay. This is the part where you can discuss the topic that you will use for evaluation and the statement on whether you think positively or negatively of the subject. The way that you create a thesis statement will be based on the nature of operations or functions where the essay will be used.
• Incorporate evidences in your discussion so you can support your claims and/or opinions. After your thesis statement and discussion of important details, your next paragraphs should contain your opinions as well as the evidence that you have used as references. You can end your evaluation essay by having a firm statement of your conclusion.

Printable Self-Evaluation Essay Sample

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Self-Assessment Essay Example

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Simple Self-Evaluation Essay Example

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Evaluation Essay as an Important Written Document

An evaluation essay should be taken seriously especially in matters where its content can affect other people or even an entire community. Since an evaluation essay is not only a part of  college essay examples  as it can also be used in business and corporate processes, you have to understand the weight of its effectiveness. May it be a self-evaluation essay or a project evaluation essay, always keep in mind that you should put together all the evident facts and your statements in a professional and objective manner.

Whether it is a  last minute essay writing  or a thoughtfully planned evaluation essay composition, being aware of the items that we have discussed in this post can help you further improve the content and structure of an evaluation essay. It will also be easier for you to come up with an evaluation that can be trusted by your readers. Present all the details that you need to discuss in an organized and informative manner so you can come up with an evaluation essay that will truly work.

Text prompt

• Instructive
• Professional

Write an Evaluation Essay on the effectiveness of online learning platforms.

Discuss the quality of a school cafeteria's lunch options in an Evaluation Essay.

Strategically Enhance Your Appraisals

Get a data-driven approach and leverage ThriveSparrow's insights for a well-rounded appraisal process.

Essential Performance Appraisal Questions for Managers and Employees

• Importance of Performance Appraisal Questionnaire

Key Elements of an Effective Performance Appraisal Questionnaire

• Question Categories to Consider
• Types of Appraisal Questions
• Performance Appraisal Questions for Managers
• Performance Appraisal Questions for Employees
• Common Pitfalls to Avoid

Performance appraisals are an integral part of managing and improving employee performance in any organization.

They serve as a structured process through which employers evaluate an employee's work performance, often on an annual or quarterly basis. The goal of these appraisals is to provide constructive feedback, recognize achievements, identify areas for improvement, and set goals for the future.

Performance appraisals are different from performance reviews, where check-ins are done frequently, typically on weekly, monthly, and/or quarterly basis.

This blog will delve into why performance appraisal questionnaires matter, what makes them effective, and how to design them to maximize both employee satisfaction and organizational success.

Importance of Performance Appraisal Questionnaires

Performance appraisal questionnaires are vital for fair and objective employee evaluations. They standardize the assessment process, ensuring that all employees are evaluated on consistent criteria, which fosters trust and transparency.

These questionnaires also generate actionable insights into employee strengths and development needs, guiding personalized growth plans. They enhance communication between employees and managers, supporting open dialogue and alignment on goals.

At an organizational level, the data collected helps in strategic decision-making, like promotions and resource allocation, while promoting a culture of continuous improvement within the workforce.

1. Clear Objectives: Establish specific, measurable goals for the appraisal. This ensures that the feedback gathered is aligned with organizational priorities and provides actionable insights.

2. Balanced Question Types: Incorporate a mix of qualitative and quantitative questions. Rating scales offer quantifiable data, while open-ended questions provide deeper insights into employee perspectives.

3. Role-Relevant Questions: Tailor questions to the employee’s specific job role and responsibilities. This ensures that the feedback is directly applicable and useful for individual development.

4. Inclusion of Self-Assessment: Integrate self-evaluation to encourage employees to reflect on their own performance. This fosters a sense of ownership and accountability for their growth.

Categories of Questions to Consider Including

Performance & Competency Evaluation: Focus on assessing how well employees perform their job duties, their proficiency in key skills, and how their actions align with the company’s values. Questions should help identify strengths and areas for improvement.

Example Questions:

• How do you rate your overall performance in achieving your key responsibilities?
• Which specific skills have you developed or improved upon in the last review period?
• Can you provide an example of how you have embodied the company's core values in your work?
• What challenges have you faced in fulfilling your job duties, and how have you overcome them?
• How do you think your performance could be improved in the coming months?

Goal Setting & Achievement: Include questions that review the employee's past goals, their progress toward achieving them, and their future objectives. This helps in understanding how well employees are meeting expectations and planning for future development.

• Were you able to achieve the goals set during your last performance review? Please elaborate.
• What specific goals would you like to set for the next review period?
• How have your personal goals aligned with the organization's objectives?
• What obstacles did you encounter while working towards your goals?
• How can management support you in achieving your future goals?

Feedback on Management: Evaluate the employee's experiences with their leadership team and overall team dynamics. These questions can uncover insights into the effectiveness of management and areas where support might be needed.

• How would you describe the support and guidance provided by your manager?
• Do you feel that your manager listens to and values your input?
• How effective is your team’s communication, and what could be improved?
• What suggestions do you have for improving leadership within your team?
• How comfortable do you feel in providing feedback to your manager?

Professional Development & Career Aspirations: Ask about the employee’s aspirations for growth, their training needs, and career plans. This section is crucial for aligning employee development with organizational goals.

• What additional skills would you like to develop to enhance your performance?
• How do you see your career progressing in the next few years?
• Are there any training programs you feel would benefit your professional growth?
• What career goals do you hope to achieve within the organization?
• How can the company support your professional development?

Work Environment & Job Satisfaction: Explore the employee’s perceptions of their work environment and overall job satisfaction. These questions can provide insights into morale, engagement, and areas that may need improvement to enhance the workplace experience.

• How satisfied are you with the current work environment?
• What aspects of your job do you find most fulfilling?
• Are there any factors in the work environment that negatively impact your job satisfaction?
• How do you feel about the balance between your work responsibilities and personal life?
• What changes would you suggest to improve overall job satisfaction?

Here's a sample preview of a performance review template you can try out for free on ThriveSparrow.

Try this template for free.

Types of Appraisal Questions with Example Questions

Performance appraisals typically include various types of questions to evaluate different aspects of an employee's job performance, and help in providing a comprehensive view of the employee’s contributions, identify areas for improvement, and align their work with organizational goals. Below are some common types of appraisal questions along with examples for each.

1. Competency-Based Questions

These questions focus on evaluating the employee's skills, knowledge, and abilities relevant to their job role. They help assess how well the employee's competencies align with the requirements of their position.

• How effectively do you utilize your technical skills to complete your tasks?
• Can you describe a situation where your problem-solving skills helped you overcome a significant challenge?
• How do you ensure that your work meets the company's quality standards?
• In what ways have you developed your skills over the past year?
• How do you handle complex tasks that require a deep understanding of your job?
• How do you keep your professional knowledge up to date?
• Describe a time when you had to learn a new skill or technology to perform your job better.

2. Goal-Oriented Questions

These questions assess the employee’s ability to set and achieve goals. They help determine whether the employee is goal-focused and how well they contribute to the organization’s objectives.

• What were the primary goals you set for yourself this year, and how successful were you in achieving them?
• How do you prioritize your tasks to ensure you meet your targets?
• Can you give an example of a goal you achieved that had a significant impact on your team or department?
• How do you handle setbacks when working towards your goals?
• In what ways do you contribute to the overall objectives of your team?
• How do you align your personal goals with the company’s mission?
• What steps do you take to ensure that your goals are realistic and attainable?

3. Behavioral Questions

Behavioral questions are designed to evaluate how an employee behaves in different situations, especially under pressure or when facing challenges. These questions are crucial for understanding an employee's soft skills, such as communication, teamwork, and leadership.

• Describe a time when you had to work closely with a difficult colleague. How did you handle the situation?
• Can you share an instance where you took the initiative to solve a problem in the workplace?
• How do you manage conflict within your team?
• Give an example of a situation where you had to adapt to a significant change at work.
• How do you handle criticism from your superiors or peers?
• Can you recall a situation where you had to lead a project? How did you ensure its success?
• How do you ensure effective communication within your team?

4. Self-Assessment Questions

These questions encourage employees to reflect on their own performance and identify areas for improvement. They help managers understand how employees view their own contributions and challenges.

• What do you consider your biggest accomplishment this year?
• In what areas do you think you need to improve?
• How do you think your performance has impacted the team/organization?
• What would you like to achieve in the next year?
• How do you handle your weaknesses?
• What steps have you taken to improve your performance since the last review?
• How do you assess your overall performance over the past year?

5. Feedback-Oriented Questions

These questions are focused on gathering feedback from employees about their work environment, management, and the support they receive. They are essential for improving the workplace and enhancing employee satisfaction.

• How satisfied are you with the support you receive from your manager?
• What changes would you like to see in the way your team operates?
• How do you feel about the communication within the organization?
• What resources or tools do you think would help you perform your job better?
• How do you perceive the feedback you receive from your peers and supervisors?
• What suggestions do you have for improving our performance review process?
• How well do you think your contributions are recognized by the company?

These types of questions, when used together, can provide a comprehensive evaluation of an employee's performance, helping both the employee and the organization to grow and succeed.

Performance Appraisal Example Questions for Managers

Managers play a crucial role in ensuring their teams perform effectively. During performance appraisals, it's essential to ask questions that assess a manager’s ability to lead, communicate, and deliver results. Here are ten example questions designed to evaluate managerial performance:

• How do you support your team in achieving their goals?
• Can you give an example of a time when you had to handle a conflict within your team? How did you resolve it?
• How do you prioritize tasks and manage your team’s workload?
• What strategies have you implemented to improve your team’s productivity?
• How do you ensure that your team members are aligned with the company’s objectives?
• Describe how you give feedback to your employees. How do you handle difficult conversations?
• How do you develop and mentor employees to help them grow professionally?
• Can you provide an example of how you’ve successfully managed a project or initiative that led to improved outcomes?
• What steps do you take to foster a collaborative and inclusive team environment?
• How do you measure the success of your leadership and management style?

These questions aim to assess the manager's ability to lead, their interpersonal skills, and their focus on both team and organizational goals.

Performance Appraisal Example Questions to Ask Employees

When conducting a performance review for employees, it’s essential to ask questions that cover various aspects of their job performance, growth, and contribution to the company. Below are ten example questions you can ask employees during their appraisal, along with sample answers for each.

1. What do you consider your greatest achievement in the past year?

Sample Answer: “My greatest achievement was leading the marketing campaign that resulted in a 15% increase in lead generation within three months. I collaborated closely with the sales and content teams to ensure our message was clear and aligned with the company’s goals.”

2. Can you describe a challenge you faced and how you overcame it?

Sample Answer: “I struggled with managing multiple deadlines last quarter. To overcome this, I implemented a prioritization system and started using project management software to stay organized. As a result, I was able to meet all my deadlines without compromising quality.”

3. How do you prioritize your tasks to meet deadlines and goals?

Sample Answer: “I use a combination of task management tools and regular check-ins with my supervisor to ensure my priorities are aligned with team objectives. I break larger tasks into smaller, more manageable steps to stay on track.”

4. What areas do you think you need to improve in?

Sample Answer: “I believe I could improve my presentation skills, particularly when communicating complex data to non-technical teams. I’ve enrolled in a communication skills workshop to help with this.”

5. How do you handle constructive criticism from supervisors or peers?

Sample Answer: “I view constructive criticism as an opportunity for growth. I take feedback seriously and make a conscious effort to incorporate it into my work to improve my performance.”

6. What goals would you like to set for the upcoming year?

Sample Answer: “In the coming year, I would like to focus on enhancing my technical skills, particularly in data analytics, and take on more responsibilities in project management.”

7. How do you ensure that you contribute to the team’s success?

Sample Answer: “I regularly communicate with my team to ensure that I am aligned with our objectives. I’m proactive in offering help where needed and take responsibility for my part in achieving team goals.”

8. What motivates you to perform at your best?

Sample Answer: “I’m motivated by the opportunity to learn new skills and take on challenging projects. Knowing that my work contributes to the company’s success keeps me engaged.”

9. How do you handle situations when you are under pressure?

Sample Answer: “When under pressure, I focus on staying organized and maintaining clear communication with my team. I break tasks down and focus on completing one step at a time to ensure I meet deadlines.”

10. What steps have you taken to improve your performance since your last appraisal?

Sample Answer: “Since my last appraisal, I’ve worked on improving my time management skills by implementing weekly reviews and setting more realistic deadlines. This has helped me become more efficient and productive.”

These questions help employees reflect on their past performance and plan for future growth, providing a comprehensive view of their work habits, achievements, and areas for improvement.

Common Pitfalls to Avoid in Performance Appraisal Questionnaires

1. overly complex questions.

Why Simplicity Matters: Performance appraisal questionnaires are intended to provide clear, actionable insights into an employee's performance. Overly complex or technical questions can hinder this process by confusing both the evaluator and the employee. When questions are not straightforward, the resulting feedback can be skewed or unreliable.

Best Practices:

• Use Clear, Concise Language: Craft questions using simple, everyday language. Avoid industry jargon or ambiguous terms that could be misinterpreted. For example, instead of asking "How effectively does the employee utilize cross-functional synergies?", ask "How well does the employee collaborate with other teams?"
• Be Direct: Frame questions to get specific, targeted responses. For instance, rather than "How do you assess the employee's overall contribution?", try "How effectively does the employee meet their key performance goals?"
• Pilot Your Questions: Test the questions with a small group before finalizing the questionnaire to ensure clarity and comprehensibility.

2. Using a One-Size-Fits-All Approach

Why Customization Matters: Applying the same set of performance appraisal questions across all roles and departments can overlook the unique aspects of different positions. This generic approach can lead to incomplete or irrelevant feedback that doesn’t accurately reflect the employee’s contributions.

• Tailor Questions to Roles: Customize questions based on the specific responsibilities and objectives of different roles. For example, questions for a sales position should focus on sales performance metrics, while those for a managerial role should address leadership and team management skills.
• Consider Different Levels: Adjust the questionnaire to reflect different levels within the organization. Senior executives may require different evaluation criteria compared to entry-level employees.
• Update Regularly: Periodically review and revise the questions to ensure they remain relevant to evolving job functions and organizational goals.

3. Neglecting Actionable Insights

Why Action Matters: The value of a performance appraisal questionnaire lies not just in collecting feedback, but in using it to drive meaningful improvements. Failing to act on the insights can lead to missed opportunities for development and diminished employee morale.

• Analyze Feedback Thoroughly: Carefully review and interpret the responses to identify key themes and areas for improvement. Look for patterns that indicate common strengths or issues.

On ThriveSparrow, you can identify key themes and areas of improvement by filtering out across departments, teams, and managers. With this insights, you can quickly visualize areas of concern and implement action plans.

You can dive deeper into responses and look into the sentiment of the responses as well.

• Develop Action Plans: Based on the feedback, create actionable plans to address any identified performance gaps or areas for development. Ensure that these plans are specific and achievable.

To do this on ThriveSparrow, simply click the lightning icon beside a response that needs to be addressed, and checklist a set of initiatives you need to complete your action plan.

For example, if teamwork is an area of concern, you can share the survey report to that team's manager, where the manager can add initiatives to implement the action plan.

• Communicate Changes: Keep employees informed about the actions being taken as a result of their feedback. This transparency shows that their input is valued and reinforces the importance of their participation in the appraisal process.

You can do this with personal development plans created on ThriveSparrow. AI-assistance lets your managers create individual development plans for multiple team members quickly, and focus their efforts on other areas that require a more strategic-thinking process.

Personal development plans are a key part of the appraisal process. It helps poor performers up their game, perform better, and achieve goals faster.

Use the data-driven approach with these insights from ThriveSparrow. Try it for free.

Incorporating well-designed performance appraisal questionnaires can transform employee evaluations and drive organizational success. Aim for clarity, relevance, and actionable insights to make the most of this vital process.

Related topics ‍

What is a retention bonus and how does it work, performance rating scale examples types & benefits, work-life balance survey questions to improve engagement and satisfaction, make every day a success story for your employees..

Evaluation of the Employee Performance Appraisal Essay

• To find inspiration for your paper and overcome writer’s block
• As a source of information (ensure proper referencing)
• As a template for you assignment

Introduction

Evaluation of the performance appraisal in question, recommendations, reference list.

Performance appraisal is the process of getting relevant information about an employee’s relative worth, analyzing the given information and then recording it. The main aim of performance appraisal is to measure and enhance the performance of a worker and the future ability of the employee (Smither, 2009, p. 4-8).

Its main objective is to take note of what the employee undertakes. Performance appraisal can also be described as an impartial, periodic and systematic rating of a worker’s excellence in issues relating to his current job and his ability for a greater task. This entails a systematic manner of assessing and reviewing of a worker’s real performance over a certain time period and planning for his or her future performance (Bacal, 1999, p. 3)

Performance appraisal is a very powerful tool that helps in evaluating the actual performance of a given worker and determining his or her individual contribution to the performance of the entire organization. In real sense, it calibrates rewards and then pays back the real performance of any given worker within an organization (Cokins, 2009, p. 39-52).

The present paper provides a thorough analysis of the performance appraisal suggested by Employee Performance Solutions. It is important to point out that the performance appraisal under consideration contains the major parameters which can help HR specialist to assess employee’s performance.

However, there are certain parameters missing. The present paper reveals the missing points and includes an improved variant of the performance appraisal. Particular recommendations on how to improve the given performance appraisal are also provided in the paper. Therefore, the major goal of the present paper is to evaluate the given form and provide the most comprehensive performance appraisal form.

Review of an employee’s general performance over a certain time period

One of the most important goals of performance appraisals is to review the actual performance of an employee over a given time period. There should be a well developed score card that has specific parameters for given positions in an organization.

The appraisal period should be clearly stated in the appraisal form so as to know which period the appraisal is being done for (Nkomo, Fottler and McAfee, 2008, p. 183-185). The appraisal period can be weekly, bi-weekly, monthly, quarterly, and yearly depending on the organization and the nature of work.

Looking at the appraisal form in question, one of the weaknesses of the form is that it doesn’t have a place for the appraisal period. In case of any future record demand, it may be very hard to track the record of the employee due to lack the time factor on the appraisal form.

The time element on an appraisal form is very important, because it clearly shows the progress of a given employee over a certain period of time. Analyzing several appraisal forms helps the management of an organization in making important decisions such as termination of contracts, salary increments, and promotions among others (Rao, 2004, p. 4-14)

The appraisal form shows the date of appraisal but it doesn’t show the period for which the appraisal is being done. This means one cannot tell exactly whether the appraisal is for one week, one month, and one year and so on. Adding the appraisal period on the appraisal form is hence an important factor.

Specific Measurable parameters

The other element of reviewing the general performance of an employee is that it has to have specific measurable parameters. These can be both quantitative and qualitative. Parameters of different employees may vary from one to another depending on their job description.

The most important element of the performance parameter is that it should be measurable and that it should be relevant to the given position. Relevance here means that the parameter should contribute to the attainment of the overall goals and objectives of the organization.

Looking at the appraisal form provided, there is no exact place where the performance parameters are included. Before doing any other evaluation, the actual performance has to be measured using the given parameters. This is why the parameters have to be added on the new improved performance appraisal form.

Determining the difference between the actual performance and the target

Another important objective of the performance appraisal exercise is to determine the gap between the actual performance and the expected performance. Performance appraisal is useless unless it is aimed at determining the extent to which the employees meet their expected output. The individual outputs are also put together in order to determine whether the organization itself meets its targets or not.

This is a very important function of performance appraisal because it clearly shows the profitability of an organization. Knowing and understanding the gap is a key policy making instrument for any given organization. This is because once the gap is known; various strategies can be put in place to deal with the gap. The planning process entirely depends on the gap (Armstrong, 2000, p. 52-61).

If the gap is in form of a deficit, the organization may need to terminate some employees train and develop others or even revise the targets downwards if they are too high. On the other hand, if the gap is a surplus, the organization may promote some employees, give others salary increments or even revise the targets upwards if they are too low.

From the above discussion, it comes out quite clearly that the omission of the gap between the actual and targeted performances on the provided performance appraisal form has to be handled. Once this gap has been identified, it helps in determining the percentage score on each parameter. The average of the percentage scores from all parameters is the overall score of the given employee or the organization at large. After the gap for each parameter is determined, there has to be a place where the given employee has to comment on each performance. This helps the management to come up with policy interventions to further improve on the performances. Such comments also help the supervisor while making final comments on the performances of his or her subordinates.

Organizational control purposes by the organization

The controlling function of the organization entails confirming if all activities carried out in an organization confirm to the organizational plan, established principles and the instructions that are given out. This simply means confirming finding out whether policy is followed while carrying out day to day duties by all employees in an organization (Rolstadas, 1995, p. 67)

Performance may be a good measure of conformity to policy. A variation in performances of different employees working in the same organization is a good measure of the degree of conformity to policy. Performance appraisal is a good indicator of this.

The supervisor should always go through the appraisal form step by step by each subordinate. At every level, the employee should be allowed to give details of how he or she achieved the given result. The manager should then be able to draw from the discussion on whether the activities done are in line with the set organizational set standards. The manager can then give direction on each parameter as he or she compares it with the performance (MilkOvich & Wigdor, 1991, p. 45-76)

The provided performance appraisal form did not capture this idea very well. This is because it lacked the place of capturing the performance quantitatively. Determining the performances and giving comments on each is a good way of practicing the control function in the performance appraisal process.

Communication and relationships between subordinates and their supervisors

One of the most important ways where a manager has a one on one discussion with his or her employees is during the performance appraisal process. In these interactions, both the parties are expected to be free of any form of tension so that they can express themselves freely (Grote, 1996, p. 147-170). The employee can begin by filling in the details before he/she can join the supervisor for a one on one discussion.

The manager compares what has been given by the employee with what he has before both the parties can come to a consensus on each parameter. The employee is free to ask any question or even raise any issue relating to his or her work. Such issues may comprise career growth expectations, challenges on the work, and support needed among others (Powers and Roth well, 2007, p. 198-201)

Some managers prefer carrying out this assignment outside the office so as to avoid any work related stresses spilling over to the performance appraisal process. This helps the employees be relaxed and open minded as they share with their seniors (Luecke and Hall, 2006, p. 67-74). Such a process is meant to enhance the communication process and relationships between the employee and the supervisor.

Some supervisors end up misusing the performance appraisal process by punishing those staffs that don’t adhere to their individual demands. Such an approach beats the whole logic of improving communication and relationships between the manager and his juniors. To curb this happening, there should be a provision to ask the employees if they agree with the appraisal or not (Dozier and Grunig, 1995, p. 125-130)

This provision of the degree to which the employee accepts the appraisal results is missing on the appraisal form provided in this assignment.

This is a critical addition that has to be included in the appraisal form. In case an employee does not agree with the results in any manner, he or she has to be given a hearing by the human resource department in order to find out the reasons as to why the employee doesn’t agree with the results. If the reasons given are sensible, the human resource policy has to provide for a repetition of the whole process by a neutral person.

This provision has helped in improving the communication process between the employee and their seniors by avoiding the supervisors becoming too personal with their subordinates. This promotes professionalism on work and avoids any form of intimidation especially from top downwards. The appraisal process is an interactive exercise that improves relationships between the managers and their subordinates only if used properly.

Identification of future development and training needs of employees by diagnosing their individual weaknesses and strengths

The appraisal form has to have a section in which the employee has to evaluate his/her own strength and weaknesses. From these two elements, the organization can be able to notice the required training and development needs for their employees. This is very important because it helps in enhancing the realization of the organizations objectives.

One element that was not catered for in the appraisal form that was given is the parameter of weaknesses. There is no way an organization can fully come to terms with the required training needs unless the weaknesses of the employees are fully understood. Strengths are points that employees are good at and hence they may not need any training about the same. However, such strength can be used in developing employees to becoming leaders and giving them additional responsibilities.

Understanding weaknesses of employees is very important because it helps the organization to develop specific training needs that suit the requirements of the organization. An employee can better understand his or her strength or weaknesses by getting opinions from his colleagues. This is the main reason as to why the improved performance appraisal form has to have both strength and weaknesses that have to be used in putting in place specific structures for training and development.

Once these training and development needs have been determined, the information is now used for coming up with goals that fully address the needs. The goals have to be very specific and a clear road map has to be drawn on the ways in which the goals have to be met. A special consideration has to be put in place to determine whether an on the job or off the job would be the best to meet with the training needs (Murphy and Cleveland, 1995, p. 380-406)

Giving feedback information to the workers at individual level concerning their performance in the past

Performance appraisal is being used by several organizations to help the employees determine their achievement. This is very important because it helps the employees to determine whether they contribute towards the attainment of the organization’s goals positively or negatively.

Feedback information is very important because employees are reminded of where they are and where the need to be. The human resource department can decide to do write ups to all employees in form of feedback information. These write up can be commendation letters for the well performing employees and warning letters for the non performers. The letters should clearly contain areas that need to be checked or improved on for the next appraisal period.

Feedback is very important because it addresses real performance issues. It is useless for an organization to appraise the performance of its staffs and end up not giving them the required feedback information. Feedback is very critical in helping employees to check on wanting areas. Commending the good performance of the employees also boosts the morale of the workers (Leonard and Cardy, 2011, p. 140-168).

Relevant information that can be helpful in making personal decisions within the organization

Information from performance appraisal forms is very important in the process of decision making. The first important aspect in decision making is the gap between actual and real performance. The organization can set limits within which it can reward performance. Best performers can be rewarded in form of bonuses at the end of the year and promotions for the good work done (Armstrong and Baron, 2005, p. 103-114)

The employees who have poor performance can he rewarded in form of termination of their contracts, extension of probation period or being put under the performance improvement program. This is one element that is lacking in the appraisal form provided. This means that the form cannot help gauge the performance of the employee and hence such decisions cannot be made objectively by the organization.

Strength and weaknesses of employees helps in making decision that are related to training and development needs. This information is available on the appraisal form given only that the parameter of weakness is not covered in the in the appraisal form. Other decisions that can be made from performance appraisal include the transfer decisions. Measuring an employees performance coupled up with his or her strength and weaknesses helps in determining the best place a given employee can work in for the sake of maximizing his or her potential.

Performance appraisals can also help the organizations in the process of setting goals and targets for the next appraisal period. Once the ability of the worker is known and the seasonal trends are clearly identified, the organization can decide to revise the goals depending on the past performance. Setting organizational targets without past experience can lead to over ambitious expectations that may be misleading because they can’t be achieved.

The performance appraisal form provided can help in making some decisions but because of some information that it lacks, it can not satisfactorily help in the process of making most performance related decisions. For example, when all employees completely disagree with the appraisal done by a given supervisor, then certain managerial changes have to be made for the sake of the organization. This is the reason as to why most of this useful information has been included in the new improved appraisal form.

Responsibilities and expectations of the job description to be carried out by all the employees

The human resource department of any organization is very important because it directly deals with the employment issues of the organization. It is the human resource that is concerned with putting down of the job description and specialization of any given position. In order to refine these two issues, performance appraisal is very important.

The exact professional requirements and expectations of a given position can best be determined once an appraisal process has been done. Good or poor performance calls for an addition or subtraction of some duties and responsibilities. There is no permanent expectation of a given position and performance appraisal gives some good feedback that helps the leadership team. The management can decide on increasing or decreasing the academic qualification of a given position depending on the performance appraisal needs

The performance appraisal form given may be useful in defining the expectations and limitations but the problem with it is that it is very shallow. The improved appraisal form gives an in-depth analysis of the performance parameters that can be clearly critically observed to give clear job specifications and job descriptions for all the positions. For one to be able to link the performance with the required competencies, it needs one to have a good understanding of the given position.

Evaluation of how effective certain functions in the human resource department of an organization are such as selection, recruitment, training and development

The human resource department is responsible for hiring, developing and training employees. The effectiveness of this function solely depends on the performance of the employees. Workers who are selected properly, given the right training and well developed in their positions will definitely give out good results. As workers continue being developed, they are expected to continue improving in performance (Lussier, 2008, p. 249)

In case this scenario does not happen properly and the performance of many employees is seen as poor or declining over time, then the main problem could be the human resource department. In such a case, the organization may be forced to review their employment policy in order to make sure that they are hiring the right people for given positions.

Reduction of employees’ complains

One of the most important ways of handling employee complains is by giving them an opportunity to express their grievances. This is why this improved appraisal form has a place at the bottom where the employee is expected to give any additional information that he or she has for the organization’s consumption (Warner, 2002, p. 54-66)

Such information may include grievances that the employee has. Instead of murmuring and wasting the organization’s time that cannot be recovered, the employees are given a chance to express themselves and the organization management has the responsibility of handling the grievances so that they are not mere statements. If this is not done, then the employees may end up seeing no need of giving out their grievances. Therefore, to improve the given performance appraisal form, certain amendments should be made.

To include appraisal period

As has been mentioned above it is very important to understand which period the appraisal is being completed for. Thus, HR specialist is able to evaluate each employee’s progress during a definite period of time. Therefore, it is essential to include appraisal period in the performance appraisal form.

To include parameters

It is also important to explicitly outline parameters that can help to evaluate attainment of the majors and objectives of the organization. These parameters should be measurable. It goes without saying that the parameters should be relevant to each position. Thus, HR specialist will be able to be objective and concise.

To determine employees’ weaknesses

It goes without saying that it is important to acknowledge employee’s strengths. However, it can be more crucial to understand employee’s weaknesses properly. The performance appraisal form should reveal employee’s assessment of his or her weaknesses. In this case, the organization will be able to come up with effective training programs.

To determine the gap between the expected performance and actual performance

Admittedly, it can be essential to note the gap between the actual performance of an employee and expected performance. This will help organization to assess performance of each employee as well as evaluate targets provided. Thus, the organization can lower down some targets which are apparently too high, or, vice versa, introduce some higher organizational standards.

To include employee’s evaluation of the appraisal process

It is quite important to understand the degree to which an employee agrees or disagrees with the appraisal process. This can help an organization to have more comprehensive evaluation. This can help avoid any biased assessment of employees’ performance as if an employee disagrees with some points he or she is welcome to explain his or her standpoint.

The recommendations from this section are very important especially for the human resource department in planning for the staff training and development programs. The specific goals determined have to contribute to the overall goals of the organization. While coming up with the goals, the specific steps that have to be taken in order to meet the goals have also to be recognized.

To include feedback

Finally, it can be beneficial to include feedback into the performance appraisal form. Thus, employees will see that their performance is properly evaluated. Commending successful performance will boost employees’ morale.

After critically analyzing the performance appraisal form given and developing an improved one, it comes out clearly that the appraisal process is very important to any organization whether big or small. It helps in determining the contribution of each employee to the overall goal of the organization, and aims at looking for means and ways of improving the same (Messner, 2007, p. 258-276)

With this in mind, it is quite obvious that any organization whether big or small has to have a performance appraisal system that ensures that the organization is on track with its expectations (Delpo, 2007, p. 11-22)

It is important to note that the given performance appraisal form addresses many important points which can help the organization to determine contribution of each employee in particular. However, the provided appraisal form may not be as comprehensive as expected as it does not cover some essential parameters which can be helpful for the assessment of each employee’s performance.

The present paper contains certain recommendations which can improve the given performance appraisal form. For example, it can be helpful to highlight appraisal period, measurable parameters of assessment, employee’s weaknesses, the gap between the actual performance and expected performance, feedback and employee’s assessment of the appraisal process. All this information will help an organization to evaluate an employee’s performance more effectively.

The present paper also contains an example of the improved performance appraisal form. The improved form is more comprehensive and hence it gives a clearer picture of the contribution of the human resource department in the achievement of the organization’s goals and objectives.

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IvyPanda. (2019, March 23). Evaluation of the Employee Performance Appraisal. https://ivypanda.com/essays/performance-appraisal-3/

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IvyPanda . 2019. "Evaluation of the Employee Performance Appraisal." March 23, 2019. https://ivypanda.com/essays/performance-appraisal-3/.

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IvyPanda . "Evaluation of the Employee Performance Appraisal." March 23, 2019. https://ivypanda.com/essays/performance-appraisal-3/.