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2. Be honest and clear

Evaluations are the time to address issues that could be affecting the employee’s performance or overall team’s well-being. Your other employees have likely noticed if a person is a poor performer, and your inability to address it could cost you the respect of your team. Keep communication open and clear. Both you and your employee should leave knowing exactly what you need and expect from one another going forward.

3. Provide concrete examples

Use specific, tangible examples to support your feedback. Address issues by offering ways you’d like the employee to manage those instances in the future. Examples will show your employees that you’re paying attention and give your expectations more weight.

4. Choose your words carefully

There’s always room for improvement, but be selective about what’s worth addressing, and choose your words wisely.

5. End on a positive note

Regardless of whether the evaluation addresses areas that needed improvement, it’s important to end on a positive note. Take some time to express appreciation, and both of you will likely leave the review with mutual understanding and respect. After all, a performance review’s primary goal is to provide constructive feedback and positive reinforcement.

References

1. 
   https://dictionary.cambridge.org/ru
   
2. 
   https://www.bbc.co.uk/worldservice/learningenglish/grammar/learnit/learnitv316.shtml
   
3. 
   https://www.thoughtco.com/discourse-marker-or-dm-1690463
   
4. 
   https://www.ecotec.edu.ec/material/material_2016C_LNG410_11_57102.pdf
   
5. 
   https://www.researchgate.net/publication/274500591_On_discourse_markers_Grammaticalization_pragmaticalization_or_something_else