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.
Nervous about giving feedback? This worksheet will help you think about what you want to say and how to say it with CSAW (Connect, Share, Ask, Wrap up).
The 2x2 system helps managers and staff members regularly reflect, share feedback, and discuss how the work is going.
When we respond well to feedback, we strengthen relationships and trust, increase the likelihood that we’ll keep getting it, and contribute to a culture of growth, candor, and rigor within our teams. Here’s our best advice for receiving feedback, focused on the parts that you have control over.
Receiving feedback about power, difference, and inequity can be challenging. Learn how you can make it easier for staff to share feedback with you, and resolve issues sooner.
A case study that illustrates the steps outlined in Part 2 of our series on receiving feedback: Listen, Engage, Learn.
At least once a year, managers and staff members should meet one-on-one to reflect on the manager/staff relationship, realign on expectations, and discuss overall performance. This template is intended for use by both managers to assess staff, and for staff members to self-evaluate and share feedback with their manager.
This is a sample email that the head of HR, Chief of Staff, or ED/CEO can send to all staff to announce (or even re-introduce) a performance evaluation process.
This toolkit includes a step-by-step guide for building a “competency model” with equity in mind, and two examples to help get you started.
Have you ever needed to push a staff member or a team for more but didn’t know how? When we say push, we don’t mean shoving someone into the deep end without a life raft; we mean setting a high bar and being honest when something needs improvement. Here’s some language you can use.
As with other employee evaluations, ED evaluations should focus on both what the ED has accomplished (results) as well as how the director, CEO, principal, or co-director operates (values and approach). Use our Executive Director Performance Evaluation Form Template to conduct a balanced, rigorous evaluation of your director’s performance on both fronts.
We know it can help to see samples of this sort of thing, so here’s a sample evaluation of a struggling employee.
Things were not okay in 2020 and the jury’s still out on 2021. Many of you are weighing myriad complexities and will need to use your best judgment as you consider performance on a case-by-case basis. While we can’t offer a comprehensive guide, here are some tips for your 2020 evaluations.
Here’s a sample of what a completed performance evaluation might look like for a high performer, which includes developmental feedback to make a great employee even better.
Struggling with the exact language to use when giving feedback for your 2020 performance evaluations? Check out our samples.
Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.
The more self-awareness and authentic consideration of others we cultivate, the better equipped we are to build and get better results, especially during moments of conflict, tension, and frustration. One key way to do this is through perspective-taking.
- Four Ways to Mitigate Bias in Performance Evaluations
- Eight-Step Guide to Performance Evaluations for Managers
- Benefits of a Career Pathways Tool
- 5 Tips for Giving Better Feedback
- In Praise of… Praise!
- Give More (and Better) Feedback with CSAW
- How to Gather and Use Input from Others in Performance Evaluations
- Frequently Asked Questions About Performance Evaluations
- How to Give Feedback about Defensiveness
- Five Ways to Retain High-Performing Staff