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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.
Getting input from others can help you get a full picture of your staff member’s performance. Here are tips for how to gather and use input in performance evaluations.
Seeking other perspectives is a great way to get a full picture of your staff members’ contributions and impact. This sample email makes reaching out to people easy—and your intentions clear.
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.
Struggling with the exact language to use when giving feedback for your 2020 performance evaluations? Check out our samples.
Have questions about performance evaluations? We’ve got answers.
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.
We know it can help to see samples of this sort of thing, so here’s a sample evaluation of a struggling employee.
Retention is a key part of staff development that managers often overlook. Here are five things you can do to boost retention.
Read this article for advice on what to do when a staff member responds to feedback with defensiveness.