As you know, memory has a way of fading. By documenting employee performance at the start of the assessment period, you can avoid pitfalls such as evaluating employees solely based on recent performance or making an overly subjective assessment given a lack of factual information.
It might seem like a lot of work at first, but evaluating employee performance will be much quicker and simpler if you already have all the information when that time rolls around.
And EVO.K.E makes it much easier with its handy “Add a note” feature (button in the lower-left corner of the screen).
What kind of notes you should take
It’s important to take notes about examples of specific behaviour, whether positive or negative.
Record the facts, such as the date and the individuals who were present. These details will help you support your arguments and stay objective during the assessment meeting. Your notes might even come in handy if you need to manage a difficult employee.
Here’s an example of some useful notes:
“On the evening of September 12, Mr. X forgot to give 2 items to Customer X, who had to come back to the store to retrieve all the items he had bought. Mr. Y and Ms. Z witnessed the mistake and the customer’s return to the store. This omission may have a negative impact on customer loyalty and the reputation of the store.”