An evaluation form is a document used to measure an employee's workplace performance. One of the keys to the success of your performance management process is to have good employee evaluation forms.
How to Use Evaluation Forms
In order to further an employee's personal and professional development, management should provide opportunities for feedback and growth. Feedback can occur on a casual basis via email or during one-on-one conversations. A more formal approach would be during a performance review meeting. This specifically focuses on an employee's performance as it relates to that individual's roles and responsibilities.
Best Practices When Creating an Evaluation Form
- Make it easy to use. Ensure that the information your evaluation form seeks is clear and concise. Provide easy-to-understand instructions for the employee and manager as they complete the form. It should provide HR and executives the information they need to make strategic decisions about the workforce. You may choose to encourage managers to use the S.M.A.R.T. (specific, measurable, achievable, and time-bound) goal methodology when defining goals for themselves as well as their team.
- Determine the focus of the form. There needs to be a clear purpose. The form should include clear guidelines and instructions to allow managers and employees to know exactly what information to provide, the meaning of the ratings, and how to get the information they need. When designing your evaluation form, consider your primary purpose for conducting performance reviews.
- Do you want to build or reinforce organizational culture?
- Do you want to establish better alignment within your workforce?
- Are you focusing on employee development?
- Are you trying to effect a major organizational change?
- Are you trying to assess the learning needs of your employees?
- Are you attempting to identify high-potential employees?
- Establish a clearly defined rating scale. It's important to keep the ratings fair, consistent, and as objective as possible. Include a descriptive rating scale throughout the evaluation form. The traditional five-point scale, or Likert scale, is one that employees expect. With a Likert scale, managers have the option to select the mid-point value of three, which doesn't necessary distinguish high from low performers. If you prefer to encourage your managers to rate employees as either above or below average, you may choose to use an even-numbered rating scale (e.g., a four-point scale).