Article in English: This is why you are doing the evaluation. Knowing your objective can help you better formulate feedback and will help your employee know what to expect.  For example, are you focusing on employee improvement? Are you doing a company-wide assessment to determine what kind of professional development your company would benefit from most? Are you performing a quarterly review? Tell the employee the objective when you provide them with the feedback. You could say, "The company plans to offer professional development sessions based on employee needs, so I'm conducting performance reviews for each employee." This could include feedback from a prior review, as well as informal feedback given throughout the evaluation period. You should also assess what they have done with that feedback. Have they used it to improve? Did it not get addressed?  If they acted on past feedback, then this could be included as a positive in this review. If they didn’t address past feedback, you can discuss both the original issue and the lack of initiative in not addressing the feedback. It’s always best to start with the good comments. Tell the employee what they’ve been doing right, specifying any achievements they have had. Be honest, but try to include as many positive things as you will negative.  Give examples, such as “You showed initiative when you volunteered to take the project lead, and you’ve shown great leadership skills by coordinating your team, incorporating suggestions from others, and delegating work tasks.” Praise behavior that you want to see continued. Focus your criticism on what can most benefit your organization or the employee’s work goals. Tell them what you have seen them struggling with, and why it’s an issue. Make your examples specific. For example, “In your past 3 presentations, you’ve left off the budget projections, slowing the project,” or “The average number of accounts gained last quarter was 6, but you only secured 2. This is considered under-performance.” This will help your employee know what they...

Summary in Vietnamese:
Thiết lập mục tiêu để đánh giá năng lực. Xem xét lại phản hồi trước đây về họ. Giải thích phản hồi tích cực, đưa ra các ví dụ cụ thể. Đưa ra phê bình mang tính xây dựng, cung cấp các ví dụ cụ thể. Thiết lập các mục tiêu làm việc cho giai đoạn đánh giá tiếp theo. Đề xuất các cơ hội phát triển nghề nghiệp. Kết thúc bằng lời động viên. Khuyến khích phản hồi từ người nhận.