Weekly Call Center Employee Evaluations: A Better Way to Track Performance

A simple guide to creating effective weekly evaluations that keep your call center team aligned and productive, without the hassle of scheduling meetings.

Arjun Rajkumar

Using the Weekly call center employee evaluation form template

Setup automated weekly check-ins with your own custom weekly questions. Your team receives the questions every week (at the day and time you choose), and shares their updates with you.

This saves you time from having to create these questions each week manually. By automating it and getting everything written down every week, it increases accountability and keeps the whole team on the same page.

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Hey there— I'm Arjun, and I've spent years watching companies struggle with employee evaluations. Many still rely on clunky spreadsheets, scattered emails, and time-consuming meetings. It's especially challenging in call centers, where teams are often spread across different shifts and time zones.

Truth is, we built Progress Updates because we saw how much time gets wasted trying to coordinate evaluation meetings. Teams end up playing calendar tetris, pulling agents away from calls, or worse – skipping evaluations altogether because they're too much hassle to schedule. Let me show you a better way to handle call center evaluations – one that respects everyone's time while actually improving performance.

Why is a weekly call center employee evaluation form template important?: Weekly evaluations are the sweet spot for performance tracking. Daily reviews can feel like micromanagement, while monthly check-ins let issues fester too long. When done right, weekly evaluations help you catch problems early and celebrate wins while they're still fresh. The key is making these evaluations feel like a natural part of the workflow, not an interruption. That's why we built Progress Updates to work asynchronously – your team can share their updates when it makes sense for them, without breaking their focus during peak call times.
What makes a good weekly call center employee evaluation feedback form?: Think of it as your roadmap for consistent, meaningful feedback. It's a structured set of questions that help team members reflect on their work and share insights about their performance. But unlike traditional forms that gather dust in filing cabinets, our templates are living documents that evolve with your team's needs. The best templates don't just track metrics – they spark conversations about growth and improvement. They help agents understand what's working, what isn't, and most importantly, why.
How do I create a weekly call center employee evaluation feedback system?: Start simple. The best templates aren't the ones with the most questions – they're the ones that get filled out consistently because they're clear and purposeful. With Progress Updates, you can set up a template once and let it run on autopilot. Schedule questions to go out automatically each week, and your team can respond when it fits their schedule. No more chasing people down for updates or scheduling meetings across different shifts.
What's the best format for a weekly call center employee evaluation questionnaire assessments?: The most effective format is the one that actually gets used. That's why we're big believers in asynchronous, written weekly feedback as it create a clear record you can reference later, and it allows team members to take time to reflect and give thoughtful answers.

Sample weekly questions:

You can add any weekly questions you want, and schedule the questions to go out to your team repeatedly at any time in the week via Progress Updates. Here are a few sample weekly questions related to Weekly call center employee evaluation form template:

What was your biggest win this week?

This question celebrates success and helps identify what's working well in your approach

Which call challenged you the most, and how did you handle it?

Uncovers learning opportunities and helps share problem-solving strategies across the team

What's one thing you learned that could help your teammates?

Promotes knowledge sharing and builds a collaborative culture

What's preventing you from achieving your best performance?

Identifies obstacles early so managers can provide necessary support

What's one goal you want to focus on next week?

Encourages continuous improvement and helps track progress over time

The beauty of this approach is that it's simple but effective. No complex rating scales or lengthy forms – just straightforward questions that prompt meaningful reflection and actionable insights. And because it's all handled through Progress Updates, you get the consistency of a template with the flexibility to adjust as your needs change. Remember, the goal isn't just to evaluate performance – it's to improve it. And that happens best when feedback is regular, specific, and easy to give and receive.