Use a Word document or Excel sheet to develop a check-list to use in observational circumstances. Think about what you might observe daily that would prove useful in evaluating an employee. Such instances could include anecdotal information such as interaction with others, initiative, willingness, enthusiasm, motivation, use of time, time-on-task, etc. Develop several areas and give each area something to check off, such as a box, with an area for comments beneath.
Evaluate communication with others and with superiors on-going through the use of a rubric. Use a Word document or Excel sheet to develop specific and descriptive criteria for all areas within interpersonal communication to include providing appropriate feedback to others, refraining from inappropriate language, using appropriate language protocols that open and further communication, etc. Rate these areas from 1 to 5 to come up with a sum total.
Establish sum totals in the following areas: exceeds expectation, meets expectation, adequate progress, and below expectation.
Develop a goals-list for the employee to fill out prior to an evaluation, preferably at the beginning of the year, allowing a year in between to provide the employee with enough time to try to achieve the goal. This also provides the employer time to evaluate such progress toward it. Keep the form simple. Focus it on two or three goals, with steps the employee can take toward them.
Create a certificate for employees to be rewarded with when they rise to challenging circumstances in the workplace. This type of evaluation works to motivate and inspire continued positive action, while providing opportunities for recognition and positive reinforcement.