There are a number of areas that affect how well an employee performs. Some of these are tangible such as promptness and ability to follow the rules. Man and Woman in InterviewOthers are more intangible such as attitude and willingness to learn. Considering each of the areas below when doing employee appraisals will help you better determine how truly successful a worker is when evaluating his or her job performance.

Adherence to company policies. If an employee consistently breaks the rules, this could be cause for concern as to his ability to follow the proper procedures.

Attendance and punctuality. Obviously, these are areas that can be documented in an appraisal, but it’s always important to consider how well they’re managed.

Attitude. Dictionary.com defines attitude as a “settled way of thinking or feeling, typically reflected in a person’s behavior.” Attitude shows in how a person talks to others, how well she accepts criticism and similar behaviors.

Communication skills. This applies to both verbal and written skills.

Cooperation and teamwork. Does the employee work well with others, share responsibility and do her best to be a part of the whole rather than a “lone wolf”?

Customer service, both on the phone and in person. Is the employee pleasant and professional, helpful, willing to serve or does resentment come across in tone of voice or body language?

Effectiveness and productivity. Is the amount of work, quality of work and accuracy sufficient?

Human relations. This includes how well the employee interacts with co-workers, managers and customers.

Initiative. How well does the employee demonstrate a desire to work, to learn, to accomplish new tasks, to meet new challenges?

Job Knowledge. How well does the employee demonstrate a solid knowledge of what it takes to do her job or seek out training to learn new skills as needed?

Kindness and courtesy. These are key areas that affect how an employee deals with everyone around him, and it relates directly to attitude and human relations skills.

Personal hygiene and neatness. This is especially important for employees who meet the public on a regular basis, but it’s important as well for those who deal with managers, or co-workers.

Reliability. Does the employee complete assignments as directed and in a reasonable amount of time?

Self-management. How well does the employee focus, manage his time, avoid distractions, etc.?

Willingness to accept criticism or feedback. Whether from a manager, a co-worker or a customer, an employee’s true attitude will often show when they are even mildly criticized or offered direction in their work.

All of these areas of employee performance are important to consider when doing an appraisal. Create a checklist to follow as you work through an evaluation and encourage others who might evaluate employees to use one as well. While poor performance in any one specific area may not be cause for dismissal, it is certainly an indication of where an employee needs to improve. Recognizing such needs can help human resources personnel and managers to better provide the required feedback and training to help an employee improve his job performance on every level.