In this section, you’ll find tools to help you develop the skills and performance of your staff – including tools for giving feedback and evaluating performance.
Here’s one easy-to-use performance evaluation system we love.
Want a short evaluation form? Here's a streamlined version of the form above.
We know it can help to see samples of this sort of thing, so here’s a sample evaluation of a struggling employee.
… And here’s a sample of an evaluation for a high performer.
When it's the executive director who's being evaluated, too often boards fail to look at the central question: what results is the ED getting? In this piece, we urge boards to emphasize the “what,” not just the “how,” when evaluating the ED.
One of the most powerful tools managers have for developing staff is providing direct feedback. If you’re like most managers, though, you still probably should be giving a lot more feedback than you are. In fact, by far the biggest mistake that we see managers make with feedback isn’t giving it poorly, but simply not giving it at all. You can make it significantly easier to give more feedback by doing these four things.
Nervous about giving feedback? This worksheet will help you think about what you want to say, and how to say it.
The 2x2 system ensures that managers and staff members talk about what each is doing well and what could be better.
- How to Gather and Use Input from Others in Performance Evaluations
- Feedback: Avoid These Pitfalls!
- How to Push Without Pushing People’s Buttons
- How to Say It: 10 Ways to Put Your Finger on What’s Wrong
- Frequently Asked Questions – and Answers – About Performance Evaluations
- How to Give Feedback to a Defensive Staff Member
- In Performance Evaluations, Don’t Confuse the “What” with the “How”
- How to Develop and Retain High Performers
- How to Give Feedback About Inconsistency