How to write associte perfomance in email
Answers
Answer:
“Dear Faiza, Congratulations on achieving your sales target for the given month! We would like to thank you for your outstanding performance. Your determination and hard work have paid off well, and we feel truly grateful to have you as our employee.
Explanation:
You can follow these steps to create an effective employee evaluation:
1. Review the employee’s job description
Get a current copy of each person’s job description and review the requirements. After working closely with team members, you may have adjusted your expectations based on each person’s typical performance and capabilities. Rereading each team member’s job description will provide context for your review based on their original expected responsibilities.
As you read job descriptions, consider how well your team members perform their responsibilities and meet the requirements of the position. Make note of what each person does well, where your team members could improve and when they exceed expectations. Use these notes to frame your evaluation comments.
2. Highlight areas of improvement
If you’ve worked with a team member for more than one review cycle, find last year’s evaluations. Reread each one carefully to remind yourself about how your team members have performed in the past. Make note of issues they needed to address and areas where you suggested improvement.
Consider how your team members have progressed throughout the year. Highlight the areas where they’ve improved, and be as specific as possible. If your team members have acquired new skills, completed training sessions or earned certifications, include those details in your employee evaluations. Try to remember the entire year of work to create a thorough and detailed evaluation that includes all of the progress.
3. Compare strengths and weaknesses
Next, use past evaluations and job descriptions to create a list of each team member’s strengths and weaknesses. Try using a SWOT framework—strength, weakness, opportunity and threat—to guide this part of the employee evaluation notes.
First, consider strengths, which include positive attributes, key accomplishments and areas of specialty. Then, make note of team members’ weaknesses, which include factors that prevent them from achieving goals. Third, consider opportunities for your team to excel in their performance. Finally, outline threats that could make a negative impact on their performance.
As you’re conducting this SWOT analysis, gather data to support your claims. You’ll need attendance numbers that demonstrate attendance records and sales numbers to highlight employees’ capacity for contributing to the company. Since your evaluation can impact your team members’ abilities to advance their careers, you’ll want to make sure your assessments are as accurate as possible.
4. Recommend actionable goals
Employee evaluations can not only influence annual raises and promotion opportunities but also help your team members plan for the year ahead. As you write your employee evaluations, think about how you can empower your team members to improve their performance and advance their careers.
Consider your team members’ job descriptions, past performance and your company’s strategic plan to determine objectives you can set for the coming year. Recommend actionable goals that will benefit individual employees, your team as a unit and your organization as a whole.
It can be helpful to establish SMART goals. By setting specific, measurable, actionable, relevant and time-based objectives, you can better help your team improve and excel.
Read more: SMART Goals: Definition and Examples
5. Provide constructive feedback
Your team members will typically have skills and areas where they need to improve. Strive to provide positive feedback throughout your reviews. If you mention an area or a skill your team members haven’t yet mastered, recommend a tactic that can help them improve. By providing constructive criticism, you’ll give your team members actionable advice while still writing objective evaluations of their performance.
6. Welcome employee input
Give your team members ample opportunity to respond to their reviews and provide input on your comments, evaluations and goals. The more you engage them throughout the evaluation, the more likely they are to feel invested in setting ambitious goals and making progress toward key objectives.