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