Understanding employee evaluations
Employee evaluations are structured conversations about performance. They provide an opportunity to review achievements, discuss challenges, and plan for future development. While they're a key part of performance management, they work best when supported by ongoing feedback throughout the year.
Evaluation purposes
- Assess performance against goals
- Identify strengths and gaps
- Plan development
- Document performance history
Evaluation outputs
- Performance rating
- Feedback and examples
- Goals for next period
- Development plan
Types of evaluations
Organisations use different evaluation approaches depending on their needs:
Common evaluation types
Evaluation process
- Prepare: Gather data, review goals, and complete any self-assessment
- Schedule: Book sufficient time in a private setting
- Discuss: Review achievements, challenges, and behaviours
- Rate: Assign rating based on criteria (if using ratings)
- Plan: Set goals and development actions for next period
- Document: Record outcomes and get signatures
No surprises rule
Evaluations should never contain surprises. If there are performance issues, they should have been addressed through ongoing feedback before the formal review. Surprising employees with negative feedback at evaluation time damages trust and suggests management hasn't been doing their job.
Evaluation best practices
Preparation
- Review goals and metrics in advance
- Gather specific examples throughout the year
- Request self-assessment from employee
- Allow adequate time for the meeting
During the review
- Balance positive and developmental feedback
- Use specific examples, not generalisations
- Listen to the employee's perspective
- Focus on future improvement, not just past issues
Common evaluation mistakes
Recency bias
Focusing only on recent events rather than the entire review period. Keep notes throughout the year to provide balanced assessment of the full period.
Halo/horn effect
Letting one positive or negative trait colour the entire evaluation. Assess each competency separately based on actual evidence.
Central tendency
Rating everyone as "average" to avoid difficult conversations. This fails to recognise high performers and doesn't address underperformance.
Key takeaways
Employee evaluations are formal assessments of job performance that should be part of ongoing performance management. They work best when there are no surprises - issues should be addressed throughout the year, not saved for review time.
RosterElf's staff management helps Australian businesses track attendance and maintain records that support fair, evidence-based evaluations.
