The annual performance review can be stressful. But while many managers focus their attention on what they’ll say in the face-to-face conversation, they forget the importance of documenting their impressions in the right way.
Your organization may require you to provide a general rating of the employee’s performance, individual ratings of speciﬁc aspects of their performance, or a combination of ratings and qualitative information. Follow the instructions given to you, but don’t be constrained by the format of the form. Instead, adapt or amend it so you can tell the whole story. Your employee will ﬁnd your observations, comments, and examples more useful than a numeric rating alone. Include attachments—comments too long to include on the form, or the employee’s development plan from the previous year—if they will enrich your evaluation.