Performance reviews should recap evaluations, good and bad, that managers made during the review period, lay out expectations for the coming review period and outline potential consequences if employees do not correct shortcomings. If a manager deems an employee's performance sub-par, the review should explain goals and expectations for the future. Annual, semi-annual or quarterly performance reviews should be written in language that is easy to understand.
Employees should not be taken by surprise by the evaluations in the review. They should receive regular feedback throughout the year, and the review should be a recap of performance issues, says BusinessNewsDaily.com. Managers can take notes throughout the review period to keep track of employees' performance and milestones that managers want to mention in a written performance review.
Write a review that employees can refer to later to track how they are doing with respect to expectations laid out in the review. Give constructive criticism, and tell employees how they can solve problem areas and fix performance issues. Tell employees what resources are available in correcting shortcomings. Write examples of how employees are doing, and explain their strengths and weaknesses.
Whether the performance evaluation is bad or good, end it on a positive note. This will help alleviate some of the emotional impact if the review is negative, and it will further lift an employee's spirits in case of a positive review.