DO
- DO write comments that support the numerical performance rating you assign
- DO write in third person (i.e. Terry has observed)
- DO base comments on observed or documented behavior
- DO focus on facts and behaviors (not the person)
- DO emphasize both strengths and opportunities for improvement
DON'T
- DON'T use the names of other employees and/or customers when referencing a specific incident
- DON'T surprise the employee at the performance review meeting. The employee should have heard about everything in his/her performance review at the time it happened
- DON'T base comments on hearsay