How can you make sure your evaluations are specific?

2 Give examples and evidence

Another way to make your evaluations more specific is to give examples and evidence to support your feedback. This can help you illustrate your points, avoid generalizations, and show your employees how they can improve. For example, instead of saying "You are a great team player", you can say "You are a great team player because you always volunteer to help your colleagues with their tasks, share your ideas in meetings, and acknowledge their contributions". Similarly, instead of saying "You need to work on your communication skills", you can say "You need to work on your communication skills because you often interrupt others, use jargon, and miss deadlines".

3 Use clear and precise language

A third way to make your evaluations more specific is to use clear and precise language that avoids ambiguity, confusion, or misinterpretation. You should avoid vague terms, such as "sometimes", "often", or "good", and use more specific ones, such as "twice a week", "80% of the time", or "excellent". You should also avoid negative or judgmental language, such as "you are lazy", "you are incompetent", or "you are a failure", and use more positive or constructive ones, such as "you need to manage your time better", "you need to develop your skills further", or "you need to learn from your mistakes".

4 Ask for feedback and clarification

A final way to make your evaluations more specific is to ask for feedback and clarification from your employees. This can help you check their understanding, address any concerns or questions, and ensure they agree with your feedback. You can ask them to repeat back what they heard, to share their perspective, or to suggest any actions or improvements. For example, you can say "What are the main points you took away from this evaluation?", "How do you feel about this feedback?", or "What are the next steps you will take to achieve your goals?".