Annual Performance Review Form (Manager to Complete ... - HROI 2025

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The document is an Annual Performance Review Form designed for managers to evaluate employee performance over a specified period. It includes sections for assessing work performance, client service skills, teamwork, quality and quantity of work, judgment, initiative, dependability, and overall results. The form also outlines goals for the next evaluation period and encourages employee feedback on their job satisfaction and training needs.
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Avoid absolutes like always or never. Use specific examples. Focus on actionable feedback, not vague praise or personality traits. Prepare for reviews and avoid surprising employees with new feedback.
Start by making time to get the clarity you need for an effective performance conversation. Review data from goals, feedback, recognition, and 1-on-1s and reflect on past performance. The data should help you surface themes, highlights, and areas of opportunity with specific examples to discuss.
7 steps to facilitating great performance appraisals Co-create SMART goals in line with company objectives. Meet regularly to discuss agreed goals and performance. Gather data and share insights for improvement (using a valid, reliable appraisal tool) Identify opportunities for learning and development.
How to write an effective performance evaluation comment Review past and present performance. If you only do formal reviews once a year, its easy to provide feedback only for things that are fresh in your mind. Be honest and clear. Provide concrete examples. Choose your words carefully. End on a positive note.
Never discuss personality traitsespecially negative ones. You can say, You have a fabulous attitude. But saying, Your attitude isnt great focuses on personality, not performance. Maybe your employee does have a bad attitude.

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M.D. Total Success Ltd Being unprepared for the interview. Being too ambiguous. Not letting the employee know in advance that the appraisal is going to take place. Encouraging and accepting interruptions while you are conducting the appraisal. Being either too passive or aggressive. Being negative toward the employee.
Avoid These Questions Comments Strong Emotional Reactions Challenge Your Rating Negative Comments About the Company or Colleagues Timelines or Demands for Raises/Promotions

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