✓ He effectively prioritizes urgent matters over those that can wait. ✗ He does not have the necessary skills to complete the work and is unwilling to find someone who does. ✓ There are many times we have tasks that absolutely must be completed by a given time. He doesn’t know how to learn from failure. And if an employee gets overly emotional or defensive, there’s little point in doing the review at … ✗ Bob has consistently low marks on his customer satisfaction surveys. ✗ He often does not consider the situations that may occur while during performing his duties. ✓ He shows initiative, and is flexible when approaching new tasks. Joanne rarely shows appreciation to her employees for a job well done. Sо, while writing down the реrfоrmаnсе review on thе employee’s drive, уоu may use thе fоllоwing types of phrases: Positive Review Phrаѕеѕ. ✗ He rarely thoroughly thinks decisions through. Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. ✗ He has a creative touch in a sometimes monotonous role within our team. ✗ He works well with members of his own team, yet he has an “us” against “them” mentality when it comes to others within the company. ✓ He improved output/production by [x]%. ✓ He demonstrates tact and diplomacy when resolving conflicts. ✗ He tends to be distant and unapproachable. ✗ One of his roles is to find consensus among his team members, but he has frequently failed to accomplish this task. He sometimes refuses to accept their opinion. ✗ He avoids delivering bad news when necessary or leaves the responsibility to others. He is a valued team member with his enthusiasm. ✓ He thinks through potential resolutions to problems before making a rash judgment. ✗ Despite being a good supervisor, he does not know how to lead his staff to achieve a perfect performance. Here are some performance review phrases you can use to gauge the quality of innovative thinking in your employees: hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '726b8673-b78d-4298-9889-81a04703cdd5', {}); How are your employees working together as a team? ✓ He deals with difficult customers with grace. ✗ He decides on the solution before properly analyzing it. ✗ His customers always give him low marks in the customer satisfaction surveys. ✓ He is responsible and makes sure that all members take part in the requisite training sessions. ✗ He does not perform very well in creating an honest and open environment for the employees he supervises. ✓ He is a very creative person. ✓ He maintains a calm and composed demeanor under stressful situations. ✓ He allocates tasks appropriately based on the prior assignments. ✓ He maintains an up-to-date level of professional and technical knowledge. ✓ He provides accurate and timely information both orally and written. ✗ He does not effectively communicate. ✓ He demonstrates flexibility by adapting to changes in priorities and the work environment. ✗ He has left a wake of bad relationships in his career path. ✗ Despite good attendance overall, he frequently leaves early, or takes a half day of unscheduled time off on Friday during the summer. ✓ A person with good decision-making skills should be making sound fact based judgements. ✗ Whenever we need a fresh look at a problem, we know we can turn to him for a novel perspective. ✓ He always shares updated and new information and knowledge relating to specialist area in which he is working. Whether an employee is meeting and exceeding job expectations is a critical component of the performance review feedback. ✗ He cannot be relied upon to produce a product that is up to expectations. ✗ He doesn’t want to share his knowledge in relation to the job with others. This has proven to be a great asset in his managerial role. ✗ He demonstrates a desire to avoid working with others. ✓ He listens to, and promptly follows all directions. ✗ He frequently avoids or delays attending training, or deployment of new programs. He does not mind showing off his positive attitude to the team. ✓He clearly communicates goals and objectives to coworkers. ✗ Despite numerous invitations to join the team, he prefers to work alone. ✗ He tends to overanalyze problems when a prompt decision is required. ✗ He frequently presents a superior attitude toward coworkers. ✓ He is an excellent coach and regularly receives maximum performance feedback scores from his direct reports. ✗ He is inventive but he usually acts without thinking. ✗ He needs to be more resourceful in accomplishing goals and tasks. ✗ He fails to ensure his work complies with the relevant quality standards. ✓ He actively encourages his coworkers. ✗ He is excited and innovative when faced with unexpected obstacles. We advise him to make concrete plan for every week. ✗ He tends to stand alone in the corner among a crowd. It involves a whole lot of other things as well, such as supporting your team, making difficult discussions, and offering both positive and negative feedback. He feels confused when setting goals and leading his team forward. ✓ He clearly explains the problem and offers the users several different resolution options. ✗ He has a very strong personality and this has caused a rift on our team. ✓ He has a special ability in connecting people and he applies this ability well as a manager. ✗ He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged. ✓ He clearly communicates objectives, and what is expected from them to his team members. ✓ He shows a potentially excellent level knowledge about the job requirements and related skills. ✗ He fails to resolve problems until they becomes conflicts. ✗ His employees consistently complain of unreasonable expectations. ✗ He demonstrates a lack of interest in contributing creative or innovative ideas. ✓ He is unfazed by any obstacles, pressures or demands that would justifiably derail others. He optimizes his work and get benefits for the company. ✗ He has a strong vision for the future, both personally, and for the company. ✓ He does not mind facing complicated situations and always finds appropriate solutions to offer to management. 2 Below you will find the performance factors listed in the performance appraisal with phrases listed under each performance level. ✗ He fails to properly attribute coworkers who contribute innovative solutions. ✓ He remains calm, especially under stress. ✓ He developed a [program/initiative] that delivered [x] results. ✓ He can be counted upon to act honorably in all situations. ✓ He unites individuals together in order to meet deadlines and efficiently perform their duties. ✗ He does not satisfy our expectations because he lacks the necessary job knowledge. ✗ He finds it difficult to delegate tasks which makes the team’s achievements entirely reliant on him. ✓ He is punctual for work and meetings. ✓ He follows all company policies. ✗ He devolves responsibility for deadlines and objectives to employees instead of accepting them as supervisor. ✓ His communication skills stand out from those of his peers. ✗ He is ineffective at setting achievable goals. Persistence: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce. This translates into great opportunities for teamwork and connections to form. His communication skills have improved tremendously this year. He believes his employees are should accept all responsibility for deadlines, objectives and results. In these cases it can be useful to have some starter performance review phrases at the ready. ✗ He is unreliable and often late for work. ✓ He thinks outside the box to find the best solutions to a particular problem. ✗ He needs to know when to step back and let the team work. He must learn to improve his communications with other employees and management. ✗ He is unable to find the most effective solutions for problem because his ideas are always mediocre. He ensures those goals are all met on time. ✓ He knows how to keep his staff focused on a plan. His innovative steps resulted in a 25% increase in productivity for the team as a whole. He always needs his colleagues’ help. ✓ He encourages people to work together to achieve a common goal. He quickly turned the team around to one of our best performers. ✗ He actively seeks new ideas and approaches. He needs to manage this better. ✗ He does not have the aptitude to understand the technical nuances they present even though our systems have been in place for many years and are well documented. ✓ He is able to work out multiple alternative solutions and determine the most suitable one. ✓ He can tackle common problems by creating new and innovative solutions. Performance Appraisal Phrases Attendance and Punctuality Performance Appraisal Phrases Positive is very prompt at the start of each work day. ✗ He is the person least likely to offer assistance when needed. He has very good communication skills. ✗ He relies on his knowledge and skills to perform without asking colleagues for help and advice. ✓ He is able to bring out the best out of those in the team. ✓ He creates a positive and inclusive work environment. ✗ He tends to apply a narrow and rushed decision-making approach. ✗ He is very loyal guy, but cannot be depended on. ✗ Integrity does not seem to rank particularly highly on his list of priorities. ✓ He knows how to prioritize short-term and long-term goals. ✗ He often isolates himself and does not take constructive criticism well. ✗ He can deal with the everyday customer service situations, but with complex issues, he is not flexible and does not know what action to take. ✓ He always thinks twice before he meets any problem. ✗ She lacks the skill to analyze a problem to discuss the core issues. ✓ He is an important member of our team and will finish the task when it is required. ✗ He implements plans swiftly and effectively. Communication: Top Performance Review Phrases to Help Your Employees Enhance Their Communication Skillset This is the third in a series of five AMA Playbook blogs that will help you with your performance management by redefining your company’s expectations of its employees as outlined in your annual performance review template. ✓ He asks insightful questions to understand the root cause of an issue. Consistently tаkеѕ on аdditiоnаl rеѕроnѕibilitу fоr the tеаm 23. ✗ He has a tendency to play favorites and not treat all employees fairly. He always seeks new ways to improve himself. Achievements review phrases. ✓ He displays an effective cadence when working with clients on projects. ✓ His effective leadership allows his team’s time management and attendance to be among the best in the company. ✗ He is an inattentive listener and rarely asks for clarification. ✗ He has proven to be an ineffective communicator. ✗ His skill set does not meet requirements for the job. ✗ He is a gentle coworker, but the people around him do not like him because of his strong personality. ✓ He conducts himself and the relationships with his coworkers very well. ✗ He will shift responsibility onto others for unaccomplished deadlines or goals. ✗ He rarely gives recognition to his team. His complaints build resentment within his team. ✓ He has a strong grasp and understanding of his job responsibilities. ✓ He deals with difficult demands from clients and customers in a way that leaves everyone satisfied. ✗ He holds on to too much and does not delegate to his team effectively. Letting your employees know what they do right and what could use improvement may help your company's bottom line. ✓ He always keeps appointments and returns calls. ✗ He is constantly disrespects his manager. He tries to perfect his performance without prompting. ✓ He is very adept at managing difficult employees and turning their energies towards higher performances. ✓ He asks his team take responsibility for their performances and goals. ✓ He is able to listen as effectively as well as talk. ✗ He often says “I don’t know” when confronted with a tricky question or problem. His work results are often poor and must be checked frequently. ✗ His work frequently fails to pass inspection. ✓ He is a very creative innovator. ✓ He routinely meets with supervisors and key customers to exchange information and clarify expectations. ✓ When we face difficulty, we are sure that we can rely on her for a helpful and creative solution. Try to use these positive, negative and self evaluation deadlines phrases and examples to write a performance … He always performs his assignments through initiative without supervision. ✓ He quickly gets to the heart of the problem identifies the root cause. He maintains a good and comfortable environment for his team. Tim has a unique mind-set that is highly appreciated. ✗ His emotional state is negatively impacted by an inability to take his mind off his work due to being available to clients at any time. ✗ He would benefit from reigning in goals and vision to something more achievable. These performance appraisal phrases will help supervisors to create their performance appraisal, by providing suggestions of phrases and wording to be used on appraisal forms. ✗ He sometimes treats his clients in an over-familiar manner. ✗ It is clear that he is not satisfied with his work. ✗ He rarely innovates and when he does, it seems to be reluctant. Specifically, he solved a problem with an extra creative solution. ✓ He one of the most technical employees we have. He creates a positive working environment. ✓ He complies with the company regulations strictly. ✗ His team meetings often overrun the allotted time. ✗ He often attempts to leave the workplace early. ✓ He accentuates the positives in most situations. ✓ He takes the initiative to improve working relationships and foster feelings of mutual respect with coworkers and customers. ✓ He refuses to be downhearted under incredible pressure. Is not afraid to say “I don’t know” when presented with a tough question. ✓ He provides the information and knowledge beneficial to the general development of the staff. ✓ He consistently looks for new ways to help the team. ✗ He has had excellent attendance for most of the year but he has frequently been absent or late for work recently. ✗ He works with the team well when his own projects are coming due and he needs help, but once those are accomplished, he does not frequently help others on their projects. ✗ He should concentrate more on the positive sides of his duties and his team. ✗ His leadership instincts cannot be relied on to manage others. He does not focus on the goals necessary to move his team forward. He has difficulty in distinguishing his personal relationships and working ones. ✓ He plans his time off well in advance. ✓ He demonstrates effective telephone skills. ✓ He is an effective listener. ✓ He learns from conflict and makes appropriate changes. ✓ He has good interpersonal skills and knows how to maintain good relationship with others and keep them satisfied. Communication is the key to a successful business. ✓ He is ready to deal with complicated consequences. ✗ He comes up with solutions that are incorrect, insufficient, and invalid. ✓ He thoroughly plans and prepares for the unexpected. ✓ He adapts his communication methods to respond to different audiences. ✓ When working in a team, he always pays attention to the goals set. ✓ He always has a positive attitude. He finishes his work on time and with accuracy. ✓ He is highly reliable. ✓ He can be counted on to give 100 percent under all circumstances. He is cooperative with others and tries to connect everybody together. ✓ He is very level-headed and handles stressful situations with ease. ✗ He demonstrates acceptable levels of integrity only intermittently. He monitors his staff’s achievements. ✓ He gained the respect of the employees. ✓ He establishes a corporate culture of reliability and caring. Facilitate group discussions. Standing on his own would be better. ✓ He exhibits excellent proficiency in [relevant skill]. ✓ His team performs well and all speak highly of him. Are your employees making full use of this immensely important resource? ✓ He can maintain good communication with everybody and he also encourages people to work harder and more effectively. ✓ He has a strong sense of right and wrong. ✓ He is very good at communicating and everybody appreciates his good behavior with others. ✗ He is easily distracted at work. ✗ He complains of a lack of resources to adequately complete job functions. He should promote and develop his potential is getting the balance of being pragmatic and creative right. ✗ He focuses on satisfying wide audience need where an individual approach to each client is needed. 75 Best Performance Review Phrases for Teamwork. ✗ He has a lot of creative ideas but he finds it difficult to bring them to fruition. He is very cooperative and helpful in times of need. He constantly reviews solutions to see if they are the most effective way of doing things. ✓ She uses her knowledge of technology and innovates to avoid mistakes. The performance review should address this area not only to improve their performance of your employees but also to strengthen their accountability to your business.. ✗ He has a tendency to blame others for problems or poor results. ✗ Struggles when faced with activities which require a high amount of flexibility. ✓ He doesn’t care who receives the credit. He needs to reduce the average time per call. We depend on him. These issues could be detrimental to the performance of the department and should be the focus of the next few months. ✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting. ✗ He struggles to work out a solution to any difficult problem. ✓ He avoids participating in gossip and rumors. ✓ He discourages gossip or other negative discourse at the workplace. ✓ His key strength is his candor and effective communication with his employees. She should utilize this to promote her position in the company. ✓ He is courteous and acknowledges the contributions of others. Amazing Examples of Performance Appraisal Phrases – Take Your Pick. ✗ His professional growth seems to have halted. ✓ He collaborates well with other departments. ✗ He does not understand the core basics of the job. ✓ He adheres to company policy when scheduling time off. The employee takes initiative in overcoming obstacles and meeting organization’s goals. ✓ When we have a task that must be done, we turn to him. We are fortunate to him on our team. ✓ He Is helpful and diect in dealing with customer concerns. The following phrases could help with that: Whether you have a proper team or a one-person department whose job description entails looking after the administrative tasks, use the following phrases to evaluate their performance: hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '314ba4fe-0667-42ca-a15d-374aae24879f', {}); FREE DOWNLOAD: THE MANAGER'S HANDBOOK FOR EFFECTIVE PERFORMANCE MANAGEMENT. He should learn how to marry creativity with practice. ✓ He consistently updates colleagues on what is going on within the company. ✗ He does not assign his staff effectively. ✓ He can be counted on to carry out assignments with careful follow-through and follow-up. ✗ He sometimes seems to ignore technical concepts. ✗ He needs to control his temper and attitude, he needs to learn not to react too strongly towards negative situations. ✓ He understands people and the different ways to motivate them to get the job done. You can’t perform if you don’t show up! ✗ He makes too many complaints about the content of the job. ✗ He is continually searching for ways to improve. ✓ He never skips any detail of his assignments. ✓ He has a deep knowledge of the products and particular characteristics of the company’s products. ✓ He is firm to not let the individual emotion and feeling affect on the made decision. ✓ He has the ability to remain calm under pressure. He does not always relate well to his employees and this shows in the group’s work effort. ✓ He promotes cooperation well to ensure staff work as a team to meet deadlines. ✓ He satisfies everybody because he often contributes positively to the success of others instead of himself. Regular employee evaluation is the only way to ensure that not only are you getting the most out of your employees, but that your employees are getting the most out of their experience with you, and that everyone is fully engaged within your company.As such, performance reviews are one of the best ways … Uncomfortable when faced with a very individual focused work environment being hurt unintentionally getting his own is and. Far has not made the transition from co-worker to manager very well, but doesn’t always communicate the assignment. He attained perfect attendance over the past year to aid decision-making review phrases to his... 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