RESTAURANT MANAGEMENT 101

Instead of filling in the boxes with all of the things that the employee has done wrong since their last review, what if you outlined everything they need to know to advance to the next level?  Iron out their shortcomings by helping them understand the "bigger picture" of how the restaurant operates.

For example, in the review section for customer service you could write-

In order to advance to the (fill in next position) level, you must receive 90% or better positive feedback from our guests while maintaining your transaction time.  Mentor two new employees to train them everything that you have learned.  Take the time to learn (fill in customer service related duty of next position) without sacrificing any time with guests.

Focus these things in the areas that the employee needs to work on.  Rather than beating them down for mistakes they've made in the past, they'll be fine tuning themselves for the future.

Obviously, not all of your employees are going to be managers.  This will help you decide who will have the potential to grow in the future, and whether or not it's worth your time!

Performance reviews are normally a drag, but sitting down with an employee and helping them see their potential will make it a more fulfilling experience.