Describe the role and behaviors to assess. Makeform creates a soft skills evaluation form with observable criteria, evidence prompts, and development follow-up.
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Sample prompts for the builder
Choose a prompt, adapt it, or send it into the Makeform builder. Each example is a starting structure, not an assessment result.
Audience
People managers reviewing individual contributors
Format
Behavior-based rubric with comments
Prompt size
338 chars
Example form structure
Behavior-based rubric with comments
Employee, role, reviewer, and review period
Communication and teamwork behaviors
Adaptability, problem-solving, and accountability
Examples supporting the ratings
Development action and review date
Suggested routing tags
Strength demonstrated
Development priority
Follow-up needed
Define each score through observable behavior, not labels such as good or poor.
Step 1
Define
choose relevant skills and observable behaviors
Step 2
Observe
rate a defined period and cite examples
Step 3
Discuss
compare perspectives and select a priority
Step 4
Develop
assign practice, support, and a check-in date
Why structure matters
Shared criteria focus reviews on behavior, evidence, and practice.
Anchor each score to visible behavior so reviewers share a reference point.
Pair ratings with examples employees can repeat, adjust, or discuss.
Finish with one priority, a practice action, support, an owner, and a date.
Evaluation formats
Keep competency definitions consistent across evaluator groups.
Assess a stated period and prepare for a development conversation.
Observe practice and identify what trainees demonstrate independently.
Collect reflections and examples on the manager's rubric.
Collect perspectives with evaluator context and a not observed option.
Build the evaluation
Describe the job, skills, scale, evidence prompts, and follow-up.
Name the subject, reviewers, observation period, and intended conversation.
Select relevant competencies, define observable anchors, and include not observed.
Use role-specific situations and decide where evidence is required.
Share the form, discuss responses, and record the action and observation date.
Choose the right approach
A compact rubric supports a clear development decision.
Field guide
Give each competency rating anchors, evidence, and a development prompt.
Communication
Assess whether the person listens, uses the right detail, confirms decisions, and adapts the message to the audience.
Teamwork
Focus on sharing information, inviting participation, coordinating dependencies, and addressing friction during the work.
Adaptability
Assess how the person revises plans, communicates tradeoffs, and learns when priorities or information change.
Problem-solving
Evaluate how the person defines the problem, checks assumptions, compares options, and escalates.
Accountability
Look for realistic planning, early risk communication, ownership of mistakes, and follow-through on commitments.
Leadership behaviors
Rate how the person creates clarity, supports others, invites challenge, and helps the group decide and move forward.
Related tools
Create focused forms for each development stage.
Collect reflections before a review conversation.
Open toolGather perspectives from several working relationships.
Open toolLearn what participants experienced and expect to apply.
Open toolFAQ
Practical answers for HR managers, people leaders, and trainers designing a fairer, more useful evaluation.
It is a structured assessment of workplace behaviors such as communication, teamwork, adaptability, problem-solving, and leadership. It defines the behaviors, records evaluator context and the observation period, requests evidence, and ends with a development action.
Choose the smallest set relevant to the role or learning goal. Customer-facing work may need listening and conflict navigation; project leads may need facilitation, delegation, and decision communication. Focused competencies with clear examples are more actionable than overlapping traits.
Tie labels to observable frequency or independence: needs guided practice, demonstrates with support, demonstrates consistently, and helps others. Define low and high anchors, include not observed, avoid personality labels, and keep anchors consistent across periods.
Define behaviors and an observation period, request recent examples, and allow not observed. Ask reviewers to separate communication style from effectiveness and avoid judging from one event. Multiple perspectives should use the same definitions and record evaluator relationship.
Yes. Keep competencies and scales consistent, record whether the evaluator is a self, manager, peer, trainer, or report, and tailor evidence prompts when needed. Discuss meaningful differences because evaluators observe different situations.
Not always. Comments after every item can become repetitive. Offer optional examples, then require evidence for a strength, development priority, or extreme score. For trainees, request a short example from a named exercise.
Yes. Makeform offers unlimited free forms and responses. You can generate, edit, share, and reuse evaluations without a response cap; the paid tier removes the Makeform badge.
Use the response in a conversation. Confirm strengths, discuss evidence, choose one development priority, and agree on a practice action, support, owner, and date. At follow-up, observe the same behavior in a real situation.
Make soft skills easier to observe and develop.
