The best way to address employee performance problems in an evaluation is to be specific and provide suggestions for ways performance can improve.
Employee evaluations need to be fair and unbiased. They also need to be based on clear expectations that employees know ahead of time. Employees need to be given specific job requirements and have the opportunity to practice before being evaluated.
If an employee’s work is not up to par, it is very important that a step-by-step process is in place to improve this performance. It is generally cheaper to keep current employees and improve their performance than it is to recruit, hire, and train a new employee from scratch.
First, be very specific on what performance indicator is lacking. If an employee does not use spell check or proofread, for example, the evaluation needs to say so specifically. Vague evaluations such as “lack of quality writing” are not going to be helpful.
Second, the employee needs to be given clear guidance on what is needed. This can include step by step instructions or more specific interventions such as more training.
Finally, there must be follow-up. Employees need a clear deadline for when they need to address the substandard performance and a clear indicator of what correction will be taken if they do not.