1. Use performance logs to simply writing employee reviews. (Relying on memory is far more difficult and ineffective).

2. When conducting an employee performance evaluation, start by discussing any problems you’ve observed with the employee’s performance. Address each problem individually and don’t bring up a new problem until you’ve thoroughly discussed the current one.

3. During performance reviews, use clear, nonjudgmental language that focuses on results and behavior.

4. When writing employee reviews, supervisors are typically called upon to evaluate employees on the basis of intangible factors, such as cooperativeness, dependability and judgment. The higher up the organizational chart, the more important those traits become. Yet most supervisors find intangibles the most difficult factors to evaluate, probably because they seem so personal. You can’t help being subjective when evaluating intangible factors. But you can avoid bias by focusing on concrete examples of instances in which the employee displayed positive or negative behavior regarding a particular trait.intangible factors. But you can avoid bias by focusing on concrete examples of instances in which the employee displayed positive or negative behavior regarding a particular trait.

5. When you discuss an employee performance evaluation, beware of using common phrases that can unintentionally communicate the wrong message, or come across as too negative or personal. Certain phrases can kill employee morale, weaken productivity or open up the organization to a discrimination lawsuit. Your goal in writing performance reviews is to help shape employees’ performance without becoming sidetracked by anger, emotion or fear of conflict.

6. To help employees reach their peak performance involve them in setting goals, keep the goals realistic and avoid