zavvy logo
Solutions
Onboarding
& Preboarding
Preboarding
Close the gap between signing and start
Onboarding
Wow new hires without getting lost in busywork
Event Scheduling
Automatically manage your orientation events
Development
& Skills
Career Frameworks
Create role clarity with transparent career pathways
Growth Plans
Combine goals with measurable action
Skills Matrix
Understand everyone's strengths and opportunities
Training
& Knowledge
Learning Management
Create and manage engaging courses
Training Library
Find the right resource for everyone
Power Skills
Find expert-led, high impact training programs
Performance
& Feedback
Performance Reviews
Measure performance without the bias and act
360° Feedback
Run any kind of feedback process
1:1s
Align people managers and reports through structure
Engagement
& Insights
Engagement Surveys
Understand your people and engage with precision
Connection Programs
Strengthen relationships with regular meetups

Platform

|

Consultation

|

Integrations
Customers
Templates
JourneysFeedbackTraining Library
IntegrationsPricing
HR Insights
BlogCommunityTemplates & PlaybooksReal-life HR Examples
Login
EN
EnglishDeutsch
LoginLogin
See it in action
Login
Settings and language
Language
EnglishDeutschSign in
Login
Try for freeGet a demo
zavvy logo
Lösungen
Onboarding
& Preboarding
Preboarding
Schon vor Tag 1 begeistern
Onboarding
Schneller und besser einarbeiten
Meetings
Onboarding-Events ganz automatisch managen
Entwicklung
& Skills
Karriere-Frameworks
Klare Karrierepfade für alle anbieten
Entwicklungspläne
Ziele mit messbaren Maßnahmen verbinden
Kompetenzmatrix
Mit tiefen Insights Potenziale aufdecken
Training
& Wissen
Learning Management
Effiziente Trainings per Drag-and-Drop erstellen
Externe Trainings
Die richtigen Ressourcen immer griffbereit
Power Skills
Intensivtrainings für die wichtigsten Skills
Performance
& Feedback
Performance Reviews
Leistung fair und transparent beurteilen
360° Feedback
Feedbackkultur nach Ihren Wünschen schaffen
1:1s
Produktivere Meetings für alle ermöglichen
Engagement
& Insights
Engagement Umfragen
Bedürfnisse verstehen und gezielt erfüllen
Meetup-Rituale
Beziehungen durch regelmäßige Meetings stärken

Plattform

|

Beratung

|

Integrationen
Referenzen
Vorlagen
JourneysFeedbackTrainingsbibliothek
Preise
HR Wissen
BlogCommunityVorlagen & PlaybooksReal-life HR Examples
Login
EN
EnglishDeutsch
LoginLogin
See it in action
Login
Settings and language
Sprache
EnglishDeutschLogin
Login
Kostenlos testenDemo vereinbaren

zavvy logo
Solutions
Onboarding
& Preboarding
Preboarding
Close the gap between signing and start
Onboarding
Wow new hires without getting lost in busywork
Event Scheduling
Automatically manage your orientation events
Development
& Skills
Career Frameworks
Create role clarity with transparent career pathways
Growth Plans
Combine goals with measurable action
Skills Matrix
Understand everyone's strengths and opportunities
Training
& Knowledge
Learning Management
Create and manage engaging courses
Training Library
Find the right resource for everyone
Power Skills
Find expert-led, high impact training programs
Performance
& Feedback
Performance Reviews
Measure performance without the bias and act
360° Feedback
Run any kind of feedback process
1:1s
Align people managers and reports through structure
Engagement
& Insights
Engagement Surveys
Understand your people and engage with precision
Connection Programs
Strengthen relationships with regular meetups

Platform

|

Consultation

|

Integrations
Customers
Templates
JourneysFeedbackTraining Library
IntegrationsPricing
HR Insights
BlogCommunityTemplates & PlaybooksReal-life HR Examples
Login
EN
EnglishDeutsch
LoginLogin
See it in action
Login
Settings and language
Language
EnglishDeutschSign in
Login
Try for freeGet a demo
Navigation
Quicklinks
‍

How to Create a Performance Appraisal Form Your Employees Won't Hate

Zuletzt aktualisiert:
3.3.2023
Lesezeit:
10 minutes
Last updated:
March 3, 2023
Time to read:
10 minutes
Discover the tools and tips to create a performance appraisal form that employees will actually look forward to. Free appraisal form templates included.
Do your employees groan at the thought of performance appraisals? 

It's time to change that. 

As a People Ops pro, you can create a performance appraisal form that inspires employees. 

In this article, we'll provide you with the tools and tips you need to create a performance appraisal form that employees will actually look forward to. 

We'll show that a strategically designed appraisal form can boost employee engagement, improve performance, and support career development.

Imagine your workforce actually looking forward to their next performance appraisal! 

Plus, we'll share our best tips for how to fill out the appraisal form. 

performance review software

📈 What is a performance assessment form?

A performance assessment form is a document used for measuring an employee's performance during a specific period. It evaluates the past to envision the future. 

And that's the key – a performance assessment form is only powerful if you use the information to instill change. 

In the performance appraisal form, managers also keep track of each employee's strengths and weaknesses. 

Plus, the inputs collected via the appraisal form can help paint a picture of the competencies within the team and how the coworkers complement each other.

💡 Tips and best practices for creating effective performance appraisal forms

Tips and Best Practices for Performance Appraisal Forms

#1: If you include rating questions, describe each rating. 

You need to ensure that both managers and employees share the same understanding of what "meets expectations" means. 

Tip: At Zavvy, we recommend using the Likert Scale with five response options. 

#2: Include open-ended questions to collect qualitative insights and employee comments. 

Tip: We suggest a balance between closed-ended questions that are easier to quantify and compare and open-ended questions that allow respondents to be more granular. 

#3: Consider what style of performance review is more appropriate 

You should consider your workforce and corporate culture. 

You could do a strength-based appraisal focusing on employee strengths and competencies. 

Research shows that this positively angled approach can motivate employees. 

You'd be wrong to believe that a strength-based appraisal does not avoid constructive criticism. Instead, you'd frame criticism as areas of development rather than weaknesses or mistakes.

Competency-based appraisals are similar to strength-based reviews but focus on competencies. Competencies are a combination of strengths, habits, knowledge, and attitudes that lead to specific behaviors.

competency database matrix template

360 performance review refers to a review system where employees evaluate each other, themselves, and their managers. The traditional downward feedback (manager-employee) is also present. 

Traditional yearly appraisals mainly cover past performance and often rely on rankings. 

# 4: Add a rubric for the employee achievements.

A boost of motivation never hurt nobody. 😉

#5: Include relevant context to the review. 

Some examples you should consider are: 

  • improvements since the last review;
  • specific goals;
  • KPIs;
  • strategic projects.
How to Add Context to Your Assessment Forms

#6: Consider what the employee would like to improve on.

Include open-ended questions with room for comments. 

Tip: In conjunction with improvement-related questions, ask the reviewee to give concrete examples of how the evaluated person can improve.

#7: Cover the employee's personal and professional goals.

🌱 Learn how to help employees set professional development goals. Discover multiple best practices and examples. 
Tip: Create awareness around how their goals contribute to the business's growth. 

#8: Outline areas for improvement. 

Tip: If you choose a strength-based or competency-based performance appraisal form template, the areas of improvement are deduced differently from a traditional review. 

You can do this by asking what area the employee needs to focus on the most to achieve their goals.

#9: Consider adding role-specific competencies. 

If necessary, link to career frameworks and job descriptions for clarity.

Zavvy's career framework software

📆 Annual performance appraisal form sample

Employee's name:

Role:

Department:

Manager's name:

Review period:

Date of performance appraisal:

 

[Closed-ended questions] – Scale: Strongly agree to Strongly disagree (Five options)

Shows motivation at work 

Regularly hit deadlines

Communicates verbally in a clear manner

Communicates clearly in writing

Works independently

Takes initiative

Solves problems fast

Collaborates well

Is productive

Is creative

Is innovative and forward-thinking

Shows honesty 

Shows integrity 

Fits into the group socially

Manages client relations well

Shows technical skills 

Is dependable

Is punctual

[Open-ended questions]

Problem-solving 

  • Does this employee seek help when facing a problem? Please elaborate.
  • Is this employee able to work independently with minimal direction? Give an example.
  • How does this employee solve problems under pressure?

Communication

  • How well does this person communicate with clients and third parties? 
  • When holding presentations or group discussions, does this employee regularly check that everyone is following?
  • How well is this person able to clarify complex or technical information?

Goal alignment

  • How does the employee show awareness of the organization's goals? 
  • Do they show curiosity and interest in the organizational goals? Give examples.
  • Give an example of when the employee showed motivation to reach the team/project goals.

Decision-making

  • How would you rate this person's ability to make decisions under pressure?
  • Does this employee consider the opinions of others before making a decision?
  • Are they aware of the short-term and long-term impact of their decisions?

Interpersonal skills

  • Does this employee use active listening? 
  • How does this person take constructive criticism?
  • Do they show respect for colleagues with differing opinions?

Most prominent achievement: 

Professional goals:

What is the one crucial thing the employee should focus on to hit their goals?

Actions taken since their previous review:

Employee's comments:

📝 Simple employee review form

Employee's name:

Role:

Department:

Manager's name:

Review period:

Date of performance appraisal:

 

[Closed-ended questions] – Scale: Strongly agree to Strongly disagree (Five options)

[Objective 1]: [rating]

[Objective 2]: [rating]

[Objective 3]: [rating]

[Objective 4]: [rating]

[Objective 5]: [rating]

Achievements:

Areas of improvement:

Actions since their previous review:

Top 3 goals for the coming evaluation period:

Employee's comments:

💼 Performance appraisal form for senior management

Manager name:

Role:

Department:

Supervisor's name:

Review period:

Date of performance appraisal:

‍

1. Does Not Meet Expectations: Does not meet most of the principal expectations of the position, leaving considerable room for improvement

2. Meets Some Expectations: Meets some expectations, but not all, leaving room for improvement. 

3. Meets Expectations: Meets expectations without any significant exceptions.

4. Meets All, Exceeds Some: Meets all and exceeds some expectations constituting above-average performance.

5. Exceeds Expectations: Exceeds the standard expectations for their job and has demonstrated exceptional performance in several key areas.

General

  • The manager keeps a professional attitude toward their work and colleagues. 
  • The manager respects private or sensitive information. 
  • The manager puts organizational needs before their own.
  • The manager accepts ownership and responsibility.
  • The manager takes accountability for their performance.
  • The manager establishes and maintains effective working relationships with other departments and employees.
  • The manager manages time effectively to accomplish their goals. 
  • The manager completes performance appraisals for employees on time.

Technical skills

  • The manager demonstrates expertise in the skills and competencies needed for their role.
  • The manager masters relevant software and tools.
  • The manager shows a positive attitude toward changes in technology/systems.

Diversity and Inclusion

  • The manager promotes the value of diversity to everyone in the workplace.
  • The manager takes the initiative to host diversity, equity, and inclusion training.
  • The manager takes action to increase diversity in the workplace and challenge outdated traditional practices. 
  • The manager reflects on their biases and behaviors to avoid stereotypical actions or responses.
  • The manager is a role model for inclusive behavior.

Inspiring engagement

  • The manager takes action, makes decisions, and prioritizes team efforts to reflect the organization's vision and values.
  • The manager develops inspiring and challenging goals that stretch the employees to outperform themselves.
  • The manager cultivates a culture of openness, innovation, and change. 

Leading with integrity

  • The manager can make difficult decisions when they are the right thing to do.
  • The manager displays openness and transparency and deals with conflicts instantly to maintain a good atmosphere.
  • The manager builds trust by authentically relating to others and empowering them to do their work.

Building relationships

  • The manager develops and cultivates strong working relationships with others to reach goals.
  • The manager initiates opportunities and events for relationship building.
  • The manager demonstrates self-awareness and awareness around the relationships within the team.
  • The manager takes necessary actions to improve team relationships. 

Learning and Development activities:

Learning and Development activities for the next period:

Areas of improvement from the last period:

Supervisor's comments:

leadership competency model

🧕 Sample performance appraisal form for HR executive (Trait-based appraisal form)

The following is an example of a trait-based appraisal form applied for an HR executive. 

In addition to the general questions from the annual or simple forms, consider adding the following questions adapted to the role:

[Closed-ended questions] – Scale: Strongly agree to Strongly disagree (Five options)

  • This person is ethical and discreet when approaching human resource challenges.
  • This HR executive shows that they value the key capital of any organization: its people.
  • This executive's passion for HR and people comes across through their work.
  • This person enables and elevates our human resource capabilities.
  • They build trust in and bring credibility to the human resources department.
  • This employee shows an excellent capacity for coaching and encouraging the staff to perform better.
  • This HR executive is competent in finding the right recruit for any specific role.
  • This person shows a passion for furthering the HR profession.
  • They handle the coordination and communication between candidates and managers well.
  • This executive is skilled in leading employment interviews that accurately represent the organization.
  • This HR executive always cares about the well-being of the employees.
  • This person sees the best in each employee and encourages them to excel in their roles.

✍️ What do you write in an appraisal form?

By now, you have the ingredients for the perfect questions. 

But that's just half of the equation. The other equally important part: how do you come up with the best answers? 

Correctly delivered feedback helps increase employee performance, highlights improvement areas without being discouraging, and motivates high-performers. 

How Do You Fill an Appraisal Form?

Stay objective

Avoid letting personal preferences or past conflicts color your feedback. 

Give clear and concise feedback

Appraisal forms are the perfect opportunity to show off your written communication skills by sharing the core of your message without any fluff.

Ask for more details if needed

Suppose you're unsure about something related to an employee. In that case, it's better to ask or be candid that you don't know than to assume and give inaccurate feedback.

Do your research

Read through what you covered during the last 1-on-1s with the employee.

Be honest – but encouraging

When possible, frame shortcomings as growth opportunities.

💡 If you want to learn more on this topic, check out our guide to the best practices for performance reviews.

➡️ Develop your people's potential and performance with Zavvy

Creating employee appraisal forms and keeping track of each employee's progress can be quite a task. Especially when your company is growing quickly. 

Personalizing forms for each staff member and keeping everything organized can be difficult. 

But there's a way to make this process easier. 

You can improve and streamline your performance management system and ensure rewarding experiences with Zavvy's performance review software:

  • Our ready-to-use templates make it extremely easy to get started. 
  • Our learning scientists will support you with proven best practices from academic research and successful companies.
  • With our feedback automation, you can automatically use your employee data to trigger review cycles. 
  • You can use our training features to teach your employees and managers how to give constructive and actionable features. 
Let's partner up to develop your people and take your business to the next level – check out our demo to get started!
Skills matrix and insights from Zavvy's feedback software
Skills matrix and insights from Zavvy's feedback software

❓ FAQs

Should employers get appraisal forms?

Yes, it is a common practice for employers to use performance appraisal forms to evaluate their employees' job performance. 

Performance appraisals can help employers assess an employee's strengths and weaknesses, set goals and objectives for future performance, identify areas for training and development, and share feedback with employees. This feedback can help employees grow professionally and make contributions to the organization.

However, employers need to use performance appraisals as part of a more extensive, ongoing performance management process. 

Performance appraisals should not be the only way employers communicate with employees about their performance. 

Likewise, these forms should not be the sole basis for making important employment decisions.

What should be included in an appraisal form? 

In general, it's essential to include questions assessing hard and soft skills. 

We also recommend having open and closed-ended questions and looking at past performance and future goals.

Which format should I use for performance appraisal forms? 

1) 360-feedback form

Benefits: Gives a well-rounded and potentially more fair picture since each employee is evaluated from different dimensions: peer-to-peer, upward, and downward feedback is exchanged. 

Potential challenges: 360 feedback can be time-consuming to organize. It might be more relevant in a larger organization – especially if the peer reviews are anonymous.

2) Management by Objectives (MBOs)

 This type of feedback evaluates performance objectives and personal development objectives. 

Benefits: MBOs instill commitment and give clarity by having tangible goals.

Potential challenges: Since MBOs focus on individual performance, employees can feel pressure to reach goals. Goals can become more important than a healthy workplace culture.

3) Narrative/Essay appraisals

A type of appraisal for highly individual or creative roles where quantitative goals aren't as relevant. It's a freestyle type of evaluation. 

Benefits: The participants can get everything off their chest and share feedback freely without the restriction of questions.

Potential challenges: The feedback can get complicated, biased, and hard to evaluate.

Employee onboarding software bannerLearning management system EN360 Grad Feedback BannerEnablement ENEnablement ENPeople development software
Mitarbeiter Onboarding Software Zavvy Bannerlearning management system 
Mitarbeiter Enablement Software
Enablement ENTalent Management Software
Keke Kaikhosroshvili
Keke Kaikhosroshvili

Keke is Zavvy's expert in learning experience. On our blog, she shares experience and insights based on her studies in learning design and experiences made with our customers.

Linkedin LogoMedium Logo

Read next

Als Nächstes lesen

How Avi Medical trains their staff in the flow of work with scenario-based, blended, and micro learning
Creating a training routine for leaders at Freeletics
How Y-Combinator-Backed Awesomic Gets Their Top-Notch Designers Up To Speed
How DataGuard Runs Hybrid Onboarding and Internal Communication via Zavvy

Eine neue Trainingsroutine für die Führungskräfte bei Freeletics

Onboarding bei Storyblok - So schafft das People Team großartige Erfahrungen, während das Unternehmen von 33 auf 139 Mitarbeitende wächst.

Storyblok spart jede Woche 15 Stunden und hebt Remote-Onboarding auf die nächste Stufe.

Wie neue Mitarbeitende bei Alasco schneller und effektiver eingebunden werden. Case Study lesen.

Wie Alasco die Zeit bis zur Produktivität mit einem strukturierten, unterhaltsamen Onboarding halbiert hat.

The Competency-Based Performance Appraisal: Your Guide to Meaningful Reviews
13 minutes
How to Master Employee Performance Metrics to Turn Insights Into Income
14 minutes
A Complete Guide to 360 Evaluation Tools: Finding the Best One for You
11 minutes
Nie wieder schlechte Mitarbeiterleistung: Lernen Sie, wie man sie effektiv diagnostiziert und angeht
9 Minuten
Anonymes Mitarbeiter-Feedback: 5 Argumente dafür und 5 dagegen (mit Unternehmensbeispielen)
12 Minuten
Best Practices zur (360-Grad)-Leistungsbewertung - So holen Sie mehr raus
12 Minuten
Strength-Based Goals: How to Harness Employee Potential to Achieve Success
13 minutes
How to Conduct a Skills Gap Analysis: Steps, Best Practices, and a Template
13 minutes
6 Expert Ways to Integrate Performance Management and Talent Management
13 minutes
Anforderungsprofile: Mit der richtigen Rollenbeschreibung zu mehr Rollenklarheit und cleverer Personalentwicklung
14 Minuten
Leistungsziele vs. Entwicklungsziele: Unterschiede und wie man sie richtig nutzt
12 Minuten
Training vs. Entwicklung: Die zwei Seiten des nachhaltigen Mitarbeiterwachstums
7 Minuten
Making the Business Case for Data-Driven HR: 9 Steps to People Success
10 minutes
Top Leadership Books and Resources Recommended by Acting CEOs and Founders
11 minutes
How Do You Communicate Employee Engagement Report Results Effectively? (With Examples)
10 minutes
6 Best Practices zur HR-Automatisierung für moderne People Ops
8 Minuten
Wie Sie Ihre nächste Präsentation zur Personalstrategie meistern: Ein Leitfaden für HR-Führungskräfte (+ Vorlage)
9 Minuten
Vertrauen am Arbeitsplatz schaffen: 17 Wege, wie Sie heute beginnen können
12 Minuten
12 Top-HR-Tools für Kleinunternehmen
7 Minuten
47 Wege zur Steigerung des Engagements im Homeoffice (mit Beispielen und Tipps)
13 Minuten
Welches innovative Arbeitszeitmodell passt zu mir?
5 Minuten
15 Hybrid and Remote Work Trends You Cannot Afford to Ignore
12 minutes
How to Be a Great Remote Leader: Overcome Challenges and Inspire Your Team
11 minutes
33 Hybrid And Remote Work Statistics That Explain The Future Of Work
10 minutes
Company
AboutImprintContactPrivacyGDPR & SecurityJobsUser loginLinkedIn icon
Linkedin
Product
OnboardingPreboardingDevelopmentCareer PathwaysFeedbackTrainingPerformanceOnboarding WorkflowsSkills MatrixAnonymous Feedback
Resources
Case StudiesBlogDownloads11 Onboarding TemplatesLeadership Competency ModelCompetency Matrix TemplatePress
The latest insights & best practices on L&D and employee experience - delivered right to your inbox.
One more step - We have sent you an email!
Please confirm your address by clicking the link in there.
Oops! Something went wrong while submitting the form.
Sign up for our newsletter
Unternehmen
ImpressumKontaktPrivatssphäre
Ressourcen
Case StudiesBlog
Folgen Sie uns
LinkedIn icon
Linkedin
Erhalten Sie die neuesten Insights und Best Practices zu Personalentwicklung direkt in Ihr Postfach.
One more step - We have sent you an email!
Please confirm your address by clicking the link in there.
Oops! Something went wrong while submitting the form.
Zum Newsletter anmelden