There are several methods for employee performance evaluations, but all concentrate on some quantitative and specific criteria. For instance, a sales worker has to reach the target or switchboard man must answer the telephone call within three ring bells. Such plans should be formulated strictly in accordance with job characteristics and job description of every worker. The superiors should apply this preset criterion on annual basis to assess their workers. Note that evaluations are not for punishing, but to aid development, and so employees and superiors should communicate effectively when assessing. The supervisor should work with employees on every standard, give points and at the same time discuss why the worker receives these points. During this communication, both employee and superior should be straightforward and open to have positive results.

As a last tip, both need to take into account some methods or solution to improve the performance within a specified time period. Major methods utilized for employee performance evaluations include weighted checklist, graphic rating scale, 360 degree appraisal, management by objectives, performance ranking method and essay evaluation.