如何撰写绩效评论

你知道它们很重要。人力资源正在您完成他们的案子。但是，它们耗时，不舒服且困难。作为经理，您现在有更重要的事情要关注。

We're talking about the dreaded performance review.

While not exactly fun – and oftentimes stressful – performance reviews are among the most underused levers for affecting behavior in your organization. Reviews encourage people to play by the company rules, stop bad habits, set priorities, and hold themselves accountable.

In a world with an enormously highsales employee turnover rate（35％），绩效评估可以帮助您提高代表的绩效，保持其目标清晰，并确保达到他们的期望。

Not to mention, conducting a performance review helps you develop effective leadership skills and ensure clarity with your direct reports.

在这篇文章中，我们将介绍您可以采取的步骤，以更好地了解如何进行绩效审查 - 从组织您的想法到写下反馈并提出下一步。

Featured Resource:Performance Review Template

Save time writing your performance reviews and use this免费绩效审查模板instead. Pre-filled with common fields for an assessment but completely customizable to fit your company's needs, this template will help you organize your thoughts and provide your direct reports with a clear idea of how to improve.

组织您的想法和信息

Before typing an essay about your rep's successes and shortcomings for this review cycle, take these steps to gather the pieces of information you'll need to make a proper assessment of his or her performance.

1.审查公司的绩效审查政策bob全站app

每个公司的绩效审查周期的细节都是不同的，因此请bob全站app不要忘记阅读：

• How and when performance reviews should be conducted.
• 员工最终如何排名，评分和/或评估。
• 绩效评估如何将薪酬调整为薪酬调整。
• Where – or to whom – employee performance reviews should be submitted.

2.重新审视您的员工以前的绩效评论

绩效评估应该是一个机会，可以查看您的员工如何成长并克服挑战。阅读以前的员工绩效评论中所包含的内容（如果他或她不是新员工）。这将为您提供评论和建议的基础。

3.要求您的员工进行自我评估

To see if you and your rep are on the same page, ask the employee to rank his or her performance for the review cycle, citing specific examples. You can ask questions like:

• What do you feel you did well in the past six months? Why?
• 在过去的六个月中，您觉得自己在哪里缺席？
• 您认为在接下来的六个月中可以改善哪里，您认为您需要什么？

如果您对员工的评分量表（例如，一到五个量表），您还应要求员工在此规模上对他们的感知表现进行排名。

4.寻求其他同事的360度反馈

鉴于您不能或不应该监视员工的一分钟，因此良好的绩效评论应涉及员工与之合作的其他人。这就是所谓的360-degree feedback, because it encompasses more parts of the employee's day than you may notice.

要求工人列举在此审核期间与他们紧密合作的两到五名员工的名字（随时添加您认为被列入此列表的其他员工）。这些受访者将从您可能没有的角度洞悉员工的能力和文化适合。

在这一点上，您应该拥有为员工编写详尽，有用且可行的绩效评估所需的所有信息。以下是将所有这些信息归结为一个很棒且有用的评论的步骤。

1. Use a performance review template

不要从头开始 - 使用员工绩效审查模板建立或启发您的评论。您可以在这里免费下载一个。

2. Review employee feedback and previous review(s)

阅读员工的自我评估，同龄人的反馈以及员工先前的审查。请注意您阅读的内容之间的共同点 - 无论是IT改进或卓越的领域。

这些文件（结合您管理员工的经验）应帮助您将您的想法提炼成三到五个领域，并确定您的员工在下一个审查周期中可以改善的三到五个地方。

3. Highlight the employee's successes

您的员工在此评论周期中给您和/或他或她的同龄人打动了哪里？也许这是一个庞大的项目或采用了以前的评论中被提到的新行为或习惯，例如变得更有条理“ 或者 ”当同事需要帮助时，反应迅速。"

In the review, explain:

• 积极属性是什么。
• 为什么重要。
• A specific incident where this attribute was evident.
• 如果有的话，它对公司产生了什么影响。bob全站app
• 如果适用，他们的同龄人对这种行为/属性的评价。

4.强调员工的成长和机会领域

We all have areas where we can improve our performance.

It's important to go into this section with the intent of building up rather than tearing down. This section should be an overview of what it will take to get an employee from where he or she is now to the next step in advancing in your company. So, be sure to outline:

• What the areas of opportunity or improvement are.
• 为什么他们会产生负面影响。
• Why or how it will make the employee a better worker or culture fit to improve on them.
• 作为他们的经理，您将采取的措施来帮助改进。
• 员工的行动计划是改善的。

5. Give your employee a final performance rating

在这一点上，您应该清楚地了解您的员工如何按照公司的绩效标准表现。bob全站app用您的员工在此规模上着陆的位置进行评估。如果您使用的是员工评论记分卡，则可以简单地平均针对某些标准提供的数字。

对于您自己的记录，准备如何在面对面的绩效评估中转化该评级。例如，您可能想与一位表现不佳的员工一起进行改进计划的审查，并将晋升计划带给五星级员工的审查。

提供绩效审查

Once you've completed the performance review, follow these steps to make sure your feedback is received and understood.

1. Email your rep the performance review

绩效审查的任何内容都不应令员工感到惊讶。如果是这样，它建议与员工与员工进行监控和提高绩效联系的一系列错过的机会。

要加强这一概念，请将您的代表发送绩效评论前您的实际审核，因此他们有机会在会议之前处理其内容。

2. Meet in person to discuss the review

Schedule ample time to go over each aspect of the review in a meeting, and instruct your rep to come prepared with any questions or concerns over the review's content. Remember, this should be a discussion between you and your employee, rather than a time for you to talk and your rep to be quiet.

准备与您的评论记分卡上的积极特征和会议上的增长机会进行交谈并详细说明。

3.关闭下一步

Tie the review into what's next. Remind the employee when the next review cycle is, explain what future goals/projects lie ahead, and try to determine the best path for getting your rep to where they want to go next within your company.

例如，您可能会强调，为了晋升为现场代表，目标之一是将一定数量的交易作为内部销售代表完成，如果员工想要的话，该数字应在本季度结束时击中在明年开始担任该职位。

充分利用绩效评论

虽然绩效评论的行为可能很尴尬，而且写作乏味，但最终它们最终可以提高您的员工的生产力和公司的盈利能力。bob全站app当书写和交付良好时，您将始终通过这些绩效评估来加强销售团队的前线。

Editor's note: This post was originally published in June 2014 and has been updated for comprehensiveness.