How to Appraise an Employee's Performance

by Carrieanne Larmore; Updated September 26, 2017
Take notes throughout the year of each employee's positive and negative performances.

Evaluating an employee’s performance requires careful consideration and thought, as it is not only important for employees to know how they measure up to management’s expectations, but the evaluation also plays a role in considerations for advancements, raises, rewards and layoffs. In addition, if the employee is appraised unfairly, it could result in the employee losing motivation and confidence, or even the employee leaving the company.

Step 1

Keep track of the employee’s performance throughout the year. It is common for managers to forget about performance aspects from more than two months ago, and they tend to remember the negative aspects more than the positive. By keeping record of both positive and negative performance throughout the year, the reviewer will be able to provide a fair appraisal.

Step 2

Avoid comments that are not directly job related. Do not discuss an incident that is not directly related to the job, as it will lead the review off-topic and not be helpful in assessing the employee’s work performance.

Step 3

Include objective and proven facts only. The review should only include factual comments that can be proven correct instead of opinions. For example, instead of saying, “You are lazy,” write, “You have demonstrated a lack of motivation in your work by coming in late each day for the past four months, taking an extra hour for your lunch breaks and missing your deadline on the last five projects.”

Step 4

Devote equal time to positive and negative feedback. By spending equal time on both their accomplishments and weaknesses, you can keep the tone of the meeting friendly and less stressful for the employee. In addition, it is motivating for employees when management recognizes their positive work performance.

Step 5

Provide ways to improve. When appraising an employee, do not simply state what they are doing wrong without providing them a way to improve upon it. The appraisal should clearly state goals for the employee on what they should accomplish by their next review.

About the Author

Carrieanne Larmore has been a professional writer since 2004, mainly writing marketing studies, business plans and research papers. She has held management and executive positions in multimillion-dollar corporations within the United States and Canada, created the E-Commerce Business Journal, and founded Royal Summit Consulting Inc. Larmore holds a Master of Business Administration in entrepreneurship, plus a bachelor's degree in finance and management.

Photo Credits

  • Jupiterimages/Comstock/Getty Images