You should give your employees an opportunity to self-evaluate before your assessment of their overall performance. 

To do this, you can ask them to monitor how efficiently they have accomplished their objectives with respect to standards. You can also ask questions like, what resources do they need to do extremely well in their job, how have they grown in their rank over last year, what constraints and frustration do they come across in their work, and also how might those obstacles be overcome? You need to meet the prerequisites of your HR departments as you start preparing employee evaluations.

While evaluating the performance of employees, you can always start with laying emphasis on employee’s strengths and obvious abilities. Talking about how particular skills improve the effectiveness of organization will certainly build up employees’ morale, inspire the workplace setting, inspire others and make the job lot easier.

Nobody enjoys to be told how they slow down the improvement of their organization or team, but it has to take place during employee evaluations.  You should do it directly, but kindly, using a reasonable tone and usual voice volume; there are no excuses for cruelty, degradation and rudeness.  

Once all important ideas are on the table, make use of your leadership abilities to conclude a viable, practical agreement around how the workforce will operate, together with the list of steps included.

Above all, credible employee evaluations will certainly inspire employees to excel in their fields.