Setting up employee performance evaluation

Ask the Community HR
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Hi members,

  1. What are the top required questions that should be present in an employee evaluation form?
  2. What areas should be mandatorily evaluated?
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Employee Performance evaluation is a key process to ensure that employees are performing right and where they can improve. As an HR professional, you can evaluate employees on a quarterly, half-yearly, or yearly basis.
The ideal questions for employee evaluation forms can be broadly categorized into the following.

  • Job satisfaction
  • Company leadership
  • Value addition
  • Workplace culture

Mandatorily evaluation should happen for-

  • Motivating employees
  • Providing feedback for improvement
  • Improving internal processes
  • Maintaining an honest appraisal process
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WorkDesQ is a next-generation HR and workforce management platform designed to simplify how organizations manage performance, engagement, and productivity. Our mission is to empower businesses to make smarter, data-driven decisions while creating a workplace where employees thrive.

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A good employee evaluation form should balance performance, behaviors, and future development rather than focusing only on results.

Some areas I’d consider essential are:

  • Achievement of goals/KPIs
  • Quality and accuracy of work
  • Communication and teamwork
  • Reliability, accountability, and attendance
  • Problem-solving and initiative
  • Adaptability and willingness to learn
  • Customer/client focus (if applicable)
  • Leadership or people management (for managers)
  • Alignment with company values and professional conduct

I also like including a few open-ended questions, such as:

  • What were the employee’s biggest accomplishments during this review period?
  • What challenges affected their performance?
  • What are their key strengths?
  • What areas need improvement?
  • What development or training would help them succeed?
  • What goals should they focus on for the next review period?

Finally, I think every evaluation should include a self-assessment section and space for manager comments. Those often lead to more meaningful performance discussions than ratings alone.