Sample Employee Performance Reviews

If we continue to use once (or twice) a year standard performance appraisals, we will be continuing a hateful and almost worthless process. It's like shooting at a dartboard blindfolded, only to have the blindfold taken off when the game is over.

I've written about how worthless performance appraisals are years ago. In my consulting practice, I help my management - leadership - clients learn how to give frequent and helpful feedback to their charges....

Now, rather than later is helpful.

Good point, but I feel like a "summary" is helpful to the employee and management in determining annual increases. The old school check box approach is out, but a good sit down; assessment of achievements, accomplishments, strategic goals, and constructive advice is always a good idea. Some of my staff expect this, and others reject the idea. Generally it's the consultants that reject! That said, I feel the exercise of self evaluation, and that of management is a good vessel for open communication on both sides.

Research OKRs.

I've worked for various companies and have had the opportunity to learn many practices.
The performance evaluation form typically lists sets of skills and allows staff to self evaluate then get supervisor/manager to score again, concluding with a one-on-one dialog.
This helps to close the gap communication and make typically both are satisfied with the final evaluation. Sometimes, the scores are not accepted by either side and the boss's score is the final one, as is his right.

The contributions are eye openers. What about when introducing to a company that never had the culture of performance appraisals? Do you introduce them quarterly, half yearly or just at year end?