A fair and constructive review typically includes both positive and negative points. To be human is to be imperfect. A solid employee evaluation form is a powerful tool in supporting both individual growth and company-wide success. Without some variation in the evaluation results, it is nearly impossible to form a three-dimensional picture of the employee. 

An employee evaluation is more than the sum of its individual parts. It should provide a narrative about the employee’s performance and progress over the past year or period, specific directions for improvement, and an overall rating. It should paint a picture of the employee as a full person in context.

The evaluation should emphasize the employee’s key strengths and weaknesses. All points should be relevant to job tasks. Ideally, strengths are meaningful sources of esteem, and weaknesses are issues that are both concrete and actionable.

The evaluation process should be regular and predictable. Results should be presented constructively to employees.

The workforce at a company will often span a spectrum — with a few standouts, some struggling, and a mass of satisfactory employees. For those failing to meet standards, the evaluation process provides a key opportunity to initiate a development plan or to put an employee on probation.

The best criticism is constructive. This means that the employee should understand what action can be taken to remedy any issues. Feedback should be given honestly, but delivery counts – so managers should take care to be supportive, not vindictive. The best managers lead by example. A boss who shows humility by taking appropriate responsibility and shouldering criticism gracefully encourages their direct reports to do the same.

Employee evaluations serve as the basis for salary adjustments, promotions, and other potential workforce changes. They also give employees the opportunity to communicate, set goals, and grow.