A fair appraisal starts with goals and indicators agreed with the employee at the start of the period, followed by short regular check-ins, then an evaluation that combines results, meaning what they achieved, with behavior, meaning how they worked. It ends with a clear decision: a raise, training or an improvement plan.
Step by step
- 1
Agree on goals early
Three to five measurable goals for each employee, written down and agreed.
- 2
Define behavioral competencies
Such as cooperation, commitment and quality of work, with a clear definition for each level.
- 3
Follow up during the period
A short monthly or quarterly meeting, so the appraisal never comes as a surprise.
- 4
Evaluate with evidence
Numbers and specific examples, not general impressions.
- 5
Tie the result to a decision
Raises, bonuses, promotions and training are based on the appraisal, otherwise it loses its value.
A single annual appraisal with no follow-up during the year ends up assessing only the last two months.
Monthly KPI dashboard template
Track up to twenty monthly KPIs, each with a target and an owner, with the achievement rate and a colored status for each one.
Download the template free- employee performance appraisal template
- how to evaluate employees fairly