# data[].attributes.headline
Average of historical employee performance as the benchmark

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Average of historical employee performance as the benchmark

# data[].attributes.body
maybe offer more frequent evaluation throughout the year. Like right after an incident occurs so the feedback is fresh and relevant.

# data[].attributes.body
communicate the goals and metrics of measurement to employees so that they know that it is fair

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Have defined and predetermined goals that employees need to achieve. 

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Have defined and predetermined goals that employees need to achieve. 

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Should be amended, to allow for continued development 

# data[].attributes.subject
Should be amended, to allow for continued development 

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Employer to address issues with employees as they come up, rather than wait for a formal performance evaluation. 

# data[].attributes.subject
Employer to address issues with employees as they come up, rather than wait for a formal performance evaluation. 

# data[].attributes.body
By taking this approach you can increase efficiencies by addressing the problem and communicating it to the employee to resolve the issue early on.

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Companies shouldn't abandon  performance evaluation directly , they should slowly introduce new ways that are more stratgic and compatible with the workplace  

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Companies shouldn't abandon  performance evaluation directly , they should slowly introduce new ways that are more stratgic and compatible with the workplace  

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Performance evaluation is important for employee growth 

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Performance evaluation is important for employee growth 

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procedural justice and distributive justice

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align evaluation to company strategic objectives

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Evaluating employees factoring in their role and what they provide to the company

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Evaluating employees factoring in their role and what they provide to the company

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have both employees and employers communicate regularly so their work performance can be fixed as soon as it comes up - in the case of underperformance

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Collaboration with employer and employee to develop suitable and achievable outcomes

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Collaboration with employer and employee to develop suitable and achievable outcomes

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transparent procedures and distributive and procedural justice

# data[].attributes.subject
transparent procedures and distributive and procedural justice

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no, abandon it directly will make the manager difficult to judge everybody's work quality

# data[].attributes.subject
no, abandon it directly will make the manager difficult to judge everybody's work quality

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A fair process that provides employees with an unbiased objective outcome that can lead to benefits for both employee and employer with a way to actively measure outcomes.

# data[].attributes.subject
A fair process that provides employees with an unbiased objective outcome that can lead to benefits for both employee and employer with a way to actively measure outcomes.

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Communication between employers and employees is necessary , providing feedback and understanding perspectives 

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Communication between employers and employees is necessary , providing feedback and understanding perspectives 

# data[].attributes.body
performance valuation is a necessary part for the growth of company and the competition with other companies

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A two way conversation

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SMART goals that are properly understood - so the employee understands their evaluation in relation to these objectives

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employee and employer both are contribute to the conversation, not just one side communication 

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employee and employer both are contribute to the conversation, not just one side communication 

# data[].attributes.body
that would be anarchy!!

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fair performance should not be biased , documenting evaluations and ensuring that its about their progress .

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fair performance should not be biased , documenting evaluations and ensuring that its about their progress .

# data[].attributes.body
ensuring correct measurability on how it is assessed

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Performance evaluation is important for measuring individual employee growth

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it describe what you want workers in a particular job to accomplish and how you want the job done. These standards apply across the board, to every employee who holds the same position.

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effective communication + active listening 

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effective communication + active listening 

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I think we should abandon some forms of performance evaluation.  For example, performance evaluation at the end of the year.  Because it forces employees to be responsible for past performance, but it is difficult to improve current performance and develop future skills, which is the key to the company's long-term survival.  We can use some new methods for evaluation. For example, employers immediately provide feedback on employees’ personal mission goals and provide weekly bonuses to outstanding employees. -Yuri

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evaluating each employee equally following a sort of criteria. The evaluations should not be bias where both the employer and employee can gain from it. for example constructive feedback to benefit both.