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How can you write an encouraging and accurate performance evaluation?

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Writing an encouraging and accurate performance evaluation can be challenging, especially if you want to balance constructive feedback with positive reinforcement. However, it is an important skill to master, as it can help you motivate, develop, and retain your employees. Here are some tips to help you write an effective performance evaluation that reflects your employee's achievements, challenges, and goals.

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Salwa Zahid (Your Next Door Coach ????)

Helping individuals take control of their mental health and reach full potential

1 Set clear expectations

Before you start writing the evaluation, make sure you have a clear and consistent set of criteria to measure your employee's performance. You can use the SMART framework to define specific, measurable, achievable, relevant, and time-bound objectives that align with your organization's vision and values. You can also review the job description, previous evaluations, and feedback from other sources to establish a fair and comprehensive baseline.

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Sharon (M.) Weinstein, MS, RN, CRNI-R?, CSP?,CVP, FACW, FAAN

Global Keynote Speaker ? Diagnostic Design Thinking ? CSP ? CSP Equivalence ? HBA ALC ? ANA Innovation ? Infusing Health and Reducing Stress in the Workforce and Workplace ? Best Selling Author ? Sharecare
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I believe in using the SMART framework to set goals and for measurement of successes...this allows one to set clear expectations for performance. Set SMART goals for clear expectations: S - Specific: Define precisely what needs to be achieved. M - Measurable: Establish criteria to track progress. A - Achievable: Ensure goals are realistic and attainable. R - Relevant: Align goals with overall objectives. T - Time-Bound: Set a deadline for goal completion.

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2 Highlight achievements

One of the main purposes of a performance evaluation is to recognize and appreciate your employee's contributions and accomplishments. You can use examples, numbers, and quotes to demonstrate how your employee has met or exceeded the expectations, added value to the team or the organization, and solved problems or overcome challenges. You can also express your gratitude, praise, and support for your employee's strengths, skills, and potential.

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Sharon (M.) Weinstein, MS, RN, CRNI-R?, CSP?,CVP, FACW, FAAN

Global Keynote Speaker ? Diagnostic Design Thinking ? CSP ? CSP Equivalence ? HBA ALC ? ANA Innovation ? Infusing Health and Reducing Stress in the Workforce and Workplace ? Best Selling Author ? Sharecare
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Writing an encouraging and accurate performance evaluation is essential for motivating employees and helping them grow. I suggest... Quantify Results: Use numbers to quantify achievements whenever possible. For example, "Increased sales by 20%" or "Reduced project completion time by 15%." Align with Goals: Connect achievements to organizational goals or specific key performance indicators (KPIs). Illustrate how the employee's efforts contributed to the overall success of the team or company. Highlight Unique Contributions: Identify and emphasize the employee's unique contributions or innovations. Showcase instances where they went above and beyond their regular duties to solve a problem or implement an improvement.

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3 Provide feedback

Another key purpose of a performance evaluation is to provide constructive feedback that can help your employee improve and grow. You can use the sandwich method to deliver feedback in a balanced and respectful way. This means starting with a positive statement, followed by a specific and actionable suggestion for improvement, and ending with another positive statement. You can also use the STAR method to describe the situation, task, action, and result of the feedback example.

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Sharon (M.) Weinstein, MS, RN, CRNI-R?, CSP?,CVP, FACW, FAAN

Global Keynote Speaker ? Diagnostic Design Thinking ? CSP ? CSP Equivalence ? HBA ALC ? ANA Innovation ? Infusing Health and Reducing Stress in the Workforce and Workplace ? Best Selling Author ? Sharecare
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Both the sandwich method and the STAR method have their merits, but the effectiveness depends on the context and individual preferences. The sandwich method, which sandwiches constructive feedback between positive comments, is often seen as balanced and less confrontational. It can be useful for maintaining employee morale and motivation. On the other hand, the STAR method (Situation, Task, Action, Result) is valuable for providing structured feedback, especially in performance reviews. It emphasizes specific examples of behavior and achievements, making it easier for employees to understand and act on the feedback. The choice may depend on the nature of the feedback, the individual's preferences, and the organizational culture.

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4 Discuss goals

A performance evaluation is also an opportunity to discuss your employee's short-term and long-term goals, and how you can help them achieve them. You can use the GROW model to guide the conversation and create a realistic and meaningful action plan. This means exploring the goal, the current reality, the options, and the way forward. You can also ask your employee about their interests, aspirations, and challenges, and offer your guidance, resources, and support.

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5 Invite input

A performance evaluation should not be a one-way communication, but a dialogue between you and your employee. You can invite your employee to share their own perspective, feedback, and questions about their performance, as well as your own. You can also encourage your employee to self-evaluate their strengths, weaknesses, opportunities, and threats using the SWOT analysis. This can help you understand your employee's needs, preferences, and motivations better, and build trust and rapport.

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Salwa Zahid (Your Next Door Coach ????)

Helping individuals take control of their mental health and reach full potential
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In my opinion evaluation should always be teo sided so that there’s no chance of miscommunication or misunderstanding Through this not only you can highlight the achievements but also voice your concerns about areas of lacking and the employee can also share his/her problems and together the employer and employer can create a positive environment that includes constructive criticism on regular basis

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6 Use positive language

The tone and wording of your performance evaluation can have a significant impact on your employee's morale, engagement, and productivity. You can use positive language to convey your message in a clear, respectful, and encouraging way. You can avoid using negative words, such as "but", "fail", "blame", or "never", and replace them with positive words, such as "and", "learn", "responsibility", or "always". You can also use active voice, specific nouns, and strong verbs to make your evaluation more powerful and persuasive.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you write an encouraging and accurate performance evaluation?

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3

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5

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7

1 Set clear expectations

2 Highlight achievements

3 Provide feedback

4 Discuss goals

5 Invite input

6 Use positive language

7 Here’s what else to consider

Writing

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How can you write an encouraging and accurate performance evaluation?

1

2

3

4

5

6

7

1 Set clear expectations

2 Highlight achievements

3 Provide feedback

4 Discuss goals

5 Invite input

6 Use positive language

7 Here’s what else to consider

Writing

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