These are just some ideas you might use to record the employee's efforts and work products. You must determine what meets your needs to objectively and fairly assess the performance of all employees. The purpose of performance feedback is to provide the employee with information about his or her progress toward achieving performance objectives, performing job responsibilities, and about the manner in which this progress or accomplishments are being achieved. More frequent feedback increases motivation. Feedback results in increased quality of performance evaluation decisions.
Feedback improves performance best when it includes comparison to a previously established goal.
Providing frequent, objective feed-back increases job satisfaction. Giving constructive feedback is an important performance management skill. Once the employee has been given feedback, there may be a need for the supervisor to coach the employee in taking appropriate action in order to improve performance. This correction can sometimes be made very readily by instructing the employee in more efficient work strategies. However, there may be situations in which the supervisor and employee will need to use a problem-solving approach to more fully understand the specific difficulties the employee is having and to search for possible methods to overcome those problems.