Xem Nhiều 11/2022 #️ 100 Useful Performance Review Phrases / 2023 # Top 13 Trend | Trucbachconcert.com

Xem Nhiều 11/2022 # 100 Useful Performance Review Phrases / 2023 # Top 13 Trend

Cập nhật thông tin chi tiết về 100 Useful Performance Review Phrases / 2023 mới nhất trên website Trucbachconcert.com. Hy vọng nội dung bài viết sẽ đáp ứng được nhu cầu của bạn, chúng tôi sẽ thường xuyên cập nhật mới nội dung để bạn nhận được thông tin nhanh chóng và chính xác nhất.

Employee performance reviews are key to offering helpful feedback to managers and employees.

But not knowing what to say or write can make the process downright painful — especially when you’re on a deadline.

If you do annual performance reviews, it’s important to get it right. This is key to boosting employee engagement. 

In this post, we’ll share 100 of the most useful performance review phrases you can use during your next round of employee reviews.

If you’re a manager, these are great ways to communicate with your reports. If you’re an employee, these can work equally well for your self-evaluation.

That being said, let’s jump right in.

Why Worry About Phrasing for Your Performance Review?

Many of today’s performance reviews aren’t nearly as effective as they could be. Let me explain.

Fast Company reports that 74% of younger workers walk out of performance reviews unsure of what their managers actually think of their performance. Think about that!

This mirrors the fact that, according to our own research, 79% of employees don’t think their organization’s review process is all that good to begin with. 

No matter how good your performance reviews are, you could almost certainly do better.

Effective Performance Review Phrases for Your Next performance Review

If you want more inspiration, these performance review examples are based off the book Effective Phrases for Performance Appraisals.

When you include these in your performance reviews, you’ll communicate positive and constructive feedback more clearly — which is exactly the kind of useful communication employees need.

Keep in mind that these are starter phrases and you should be specific when you’re writing any feedback for reviews.


Performance Review Phrases Examples about Achievement

Creating a positive work environment and fostering positive attitudes start with acknowledging the achievements of your peers and subordinates. The following phrases could help with that:

Achieves optimal levels of performance and accomplishment with / for …

Provides strong evidence of [specific accomplishment]

Excels at developing programs / strategies that have delivered X results

Improved production by X% through [specific task]

Exceeded the original goal of X by X% through [specific task]

Performance Review Phrases Examples about


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:

    Continuously examines administrative effectiveness and seeks better procedures such as [tasks]

    Develops successful administrative strategies such as [task] that led to [results]

    Establishes effective systems for information retrieval through [task]

    Improves administrative support systems through [task]

    Keeps documents organized via [task] to avoid duplicate information


    Performance Review Phrases Examples about


    The ability to coach and guide others says a lot about a leader. Here are some phrases that could potentially help you review that quality:

      Shows a sincere interest in employees and the solutions to their problems

      Lends support and guidance to employees by [task]

      Uses sound coaching techniques to solve disciplinary problems

      Provides continuous coaching

      Is highly respected by employees for sharing concerns, problems, and opportunities


      Performance Review Phrases Examples about

      The ability to clearly communicate is a management skill that’s a must for every employee along the chain.

      In reality, this is an umbrella term that includes oral, written, non-verbal, and listening skills.

      Here are some useful phrases that could help you express your feedback regarding this area:

        Effectively communicates expectations

        Excels in facilitating group discussions

        Keeps meetings action-oriented by task

        Effectively communicates upward, downward, and laterally

        Enforces company policies and values without creating negative reactions

        Performance Review Phrases Examples about

        Are your employees getting along and cooperating on projects? Is everyone being a model team player?

        Use these phrases to report on these qualities:

          Encourages collaboration with the team

          Shares ideas and techniques

          Builds strong relationships with others by [task]

          Displays a harmonious and cooperative spirit by [task]

          Gladly shares expertise

          Performance Review Phrases Examples about


          Establishing a culture of out-of-box thinking can go a long way in ensuring business success – regardless of your industry.

          Use these phrases to evaluate the creative-mindset of your employee/manager:

            Seeks creative alternatives such as [examples] that drove [results]

            Clever and imaginative when confronted with obstacles

            Is continuously experimenting to drive [results]

            Initiates and executes creative ideas such as [example]

            Seeks new ideas and approaches 

            Performance Review Phrases Examples about Delegating

            Are your managers doing a good enough job at delegating tasks and dividing the load? These phrases could help:

              Empowers employees with the authority and resources to achieve X results

              Helps employees gain visibility through [task]

              Encourages employees to solve their own problems

              Delegates to match personal strengths

              Delegates with clearly defined responsibility and authority


              Performance Review Phrases Examples about


              If your teams/individuals aren’t showing any improvement — whether in terms of hitting a KPI or how they interact with each other — you should be concerned.

              Consider using these phrases to evaluate this area:

                Develops continuous improvement methods

                Conceives of totally new strategies

                Continues to grow and improve

                Devises improved means of accomplishing results

                Is continuously planning for improvement

                Performance Review Phrases Examples about


                Innovation, whether in terms of business strategies or coming up with a new product, is important if you want to keep your business relevant.

                Here are some performance review phrases you can use to gauge the quality of innovative thinking in your employees:

                  Develops innovative strategies such as [example] …

                  Seeks innovative solutions

                  Fosters a curiosity for innovative possibilities

                  Promotes innovation by [example]

                  Performance Review Phrases Examples about

                  Interpersonal Skills

                  How are your employees working together as a team? Would you say that you are satisfied with the level of dependability in your workplace?

                  You can express your feedback through the following phrases:

                    Recognizes the needs of others and reaches out to lend a helping hand

                    Establishes effective working relationships

                    Generates synergy

                    Builds on mutual dependence and understanding

                    Promotes the company culture among peers

                    Performance Review Phrases Examples about

                    Learning Ability

                    The ability to learn new skills and grasp complex concepts is a necessary quality for successful teams.

                    To find out where you stand in this department, consider throwing in the following phrases to your reviews:

                      Displays an ability to learn rapidly and adapt quickly to changing situations

                      Shares learning experiences with peers

                      Promotes a learning culture

                      Committed to continuously learning through [example]

                      Responds quickly to new instructions, situations, methods, and procedures

                      Performance Review Phrases Examples about

                      Being able to manage a team is more than just giving pep talks and delegating tasks. 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.

                      Employees can use the following phrases to evaluate the management capabilities of their supervisors:

                        Provides team with support through [example]

                        Collaborates with individual team members to establish a development path

                        Holds employees accountable for their own results

                        Provides team with the resources needed to attain results

                        Provides support during periods of organizational change



                        How good are your teams at planning ahead and looking at the big pictures?

                        Make sure that you evaluate this area properly by using the following phrases:

                          Develops workable action plans

                          Creates flexible plans to meet changing opportunities

                          Effectively puts plans into action

                          Excels in developing strategic alternatives

                          Formulates strategies, tactics, and action plans to drive X results


                          Managers need to realize the hidden potential of their subordinates and give credit where it’s due.

                          Here are a few phrases that could help you discover that potential in your company’s next performance review:

                            Is capable of distinguished performance in a higher-level position

                            Has reached the level for promotional consideration

                            Can handle bigger projects and assignments

                            Is enhancing growth potential through additional education and training


                            Not every employee is a problem-solver. It requires a combination of creative thinking, a proactive mindset, and the ability to remain calm under pressure.

                            You can use these performance review phrases to rate the problem-solving skills of your employees:

                              Displays a practical approach to solving problems

                              Develops creative solutions

                              Turns problems into opportunities

                              Effectively solves problems rather than symptoms

                              Is skilled in proposing optional solutions


                              Performance Review Phrases Examples about


                              At the end of the day, employee productivity is what REALLY impacts your bottom line. To make sure that everyone’s meeting the expectations, use these phrases to evaluate their performance:

                                Exceeds normal output standards

                                Continuously produces more than expected

                                Is an important contributor to the successes of the department

                                Makes a substantial contribution to the continued operation and growth of the organization

                                Consistently exceeds performance goals


                                Performance Review Phrases Examples about Project Management

                                These apply mostly to supervisors who lead projects. But a few can also be used for evaluating the performance of certain employees who step up:

                                  Completed X project with X results

                                  Sets realistic timetables to keep projects on target

                                  Is transparent with a project’s progress

                                  Makes effective use of all available resources when given a project

                                  Clearly establishes project goals and objectives


                                  Performance Review Phrases Examples about

                                  Supervisory Skills

                                  These apply only to managers and supervisors — not subordinates:

                                    Gives consistent recognition to employees

                                    Maintains a work situation which stimulates the growth of individual employees

                                    Makes certain that employees have a clear understanding of their responsibilities

                                    Is readily available for support to employees

                                    Recognizes and deals with signs of employee burnout


                                    Performance Review Phrases Examples about

                                    Time is the most crucial resource for any professional.

                                    Are your employees making full use of this immensely important resource? Use the following phrases to find out:

                                      Consistently meets all deadlines

                                      Prepares meeting agendas that are concise and time-saving

                                      Keeps meetings on schedule

                                      Respects the time of others

                                      Makes effective use of discretionary time

                                      Performance Review Phrases Examples about


                                      Last, but not least, are your managers and their subordinates passionate enough towards achieving your company’s vision?

                                      Use the following phrases to find out:

                                        Excels in living the organization’s values

                                        Promotes strong support of the company’s mission and vision

                                        Is able to turn visions into actual action plans

                                        Demonstrates an ability to transfer vision into execution

                                        Excels in contributing to the company’s goals 


                                        These words mean nothing unless you attach specific examples and data to them.

                                        Now you have the template and phrases to get started, it’s time to reevaluate your performance review process and make sure it’s truly effective. 

                                        When review cycles have a 12-month lag, it’s easy for managers to focus on what’s fresh in their minds.

                                        But this brushes aside any positive or negative behavior that has gone unaddressed.

                                        Lisa Mullen, Manager of Corporate Human Resources at Halogen Software, believes that the review process should be a year-round activity.

                                        “Managers should take the opportunity to discuss and record milestones, accomplishments, successes, and challenges as they occur, when the details are fresh.”

                                        Globoforce highlights the importance of crowdsourcing feedback:

                                        80% of employees see crowdsourced feedback as more accurate

                                        80% of peer-reviewed employees get a better understanding of their strengths and weaknesses

                                        Employees want to be evaluated by people other than their direct managers, and multiple viewpoints allow you to get a better understanding of an employee’s performance.

                                        That’s why you should use a tool like TINYpulse to keep a pulse on your employees and get comprehensive feedback from their peers, collaborators, and external stakeholders on an ongoing basis.

                                        If you’re not sure what performance review process works for you, ask your employees!

                                        Cindy from Wheelhouse DMG shares how she uses TINYpulse to crowdsource ideas to design their performance review process, which became a huge success for the company.

                                        “And, the feedback we collected afterwards, after reviews were done, is ‘This is so much easier, much better lift,’ and the whole process felt better for everybody.”

                                        —Cindy Larson, Director of People and Operations at Wheelhouse DMG

                                        23 Performance Evaluation Phrases To Use In A Review / 2023

                                        Workplace performance evaluations provide employees with insight as to how they’re perceived, what they’re doing well and where they can improve. You can use a wide variety of phrases in your evaluations, and understanding which ones to use will help those on your team learn what’s expected of them and how to perform better in the future. In this article, we review some common performance review phrases and what to include in an employee evaluation.

                                        Related: How to Prepare for a Performance Evaluation

                                        Examples of employee performance evaluation phrases

                                        You can use different words in your performance review to describe a team member’s contributions to the company. Here are some examples of employee performance evaluation phrases:

                                        1. Attendance

                                        Maintaining good attendance is an important part of employee performance. Here are some examples of phrases used in performance evaluations for various industries:

                                        Maintained good attendance throughout the year

                                        Respectful of their co-workers’ time by arriving at team meetings on time

                                        Consistently arrived on time to company-wide meetings and training sessions

                                        2. Communication

                                        You might use these phrases in your review depending on how well an employee communicates:

                                        Maintained good communication with team members and clients

                                        Lacks leadership skills and the ability to effectively communicate when managing their team

                                        Does not display active listening skills with customers

                                        3. Productivity

                                        The more productive your team is, the more work you’ll get done. Here are some phrases you might use in your evaluation that pertain to productivity:

                                        Achieved steady growth in the number of sales this month

                                        Displayed an innovative way of approaching the project

                                        Avoided high-priority tasks and assignments

                                        Effectively trained other staff members in the new company style guide

                                        Successfully acquired new accounts on a consistent basis

                                        Showed initiative in learning new technologies and software in the workplace

                                        Collaborated effectively with others through project completion

                                        4. Attitude and demeanor

                                        It’s beneficial to have a positive attitude in the workplace. In regards to the way your team members conduct themselves, you can use phrases like these in your performance evaluation:

                                        Maintained a positive attitude and demeanor despite unforeseen problems

                                        Supported team members effectively and efficiently

                                        Showed willingness to learn new skills and techniques in the workplace

                                        Displays a productive attitude when problems arise

                                        Lacked confidence in presenting ad campaign to relevant parties

                                        Succumbs to stress quite frequently

                                        Unwilling to work overtime hours

                                        5. Time management

                                        Good time management skills can have an impact on overall work performance. Here are some examples of time management performance evaluation phrases:

                                        Utilized great time management skills when considering the project management plan

                                        Shows up to work on time

                                        Failed to meet project deadlines

                                        Related: Time Management Skills: Definition and Examples

                                        What to include in a performance evaluation

                                        The purpose of a performance evaluation is to show your team members where they excel and where they can improve. In order to create an effective performance evaluation, take into consideration the following components:

                                        1. Performance analysis

                                        Every performance evaluation should include a section explaining how someone has met or failed company standards. The more descriptive the analysis, the better they will be able to understand it and use it to strengthen their place in the company.

                                        2. Descriptive phrases

                                        To help an employee benefit from a performance review, you should use descriptive language. The more specific, the better. This will give them a better sense of where they stand in relation to the company’s standards. Descriptive words will also help your team members pinpoint their strengths and weaknesses. In regards to weaknesses in particular, descriptive phrases will let them know the exact area where they need to improve. For example, if your evaluation includes the phrase, “failed to meet project deadlines”, they will know they need to work on their time management skills in the future. Refer to the phrases above when adding descriptive language to your review.

                                        3. Strengths and weaknesses

                                        Evaluations should include both strengths and weaknesses. The phrases you use should be either positive or negative to ensure clarity. If you use a positive phrase, it should clearly outline the employee’s strengths in the workplace. If you use a negative phrase, however, it will detail potential areas for improvement. It’s important to note that a fair review will help them keep their morale high. Though you should be honest in your critiques, you should do your best to balance any negative attributes with positive ones.

                                        4. Employee potential

                                        Along with descriptive performance analysis, an evaluation should include an area detailing an employee’s potential at the company. Helping them understand their potential can keep them motivated to rise above any poor critiques. This will also help them know what they need to do to meet the company’s standards and expectations.

                                        5. Constructive feedback

                                        It’s important to provide positive, constructive feedback that your team members can take into consideration. Detailing how they can improve, for example, is a great way to set them up for success. Detailing their strengths and weaknesses is not only beneficial for them individually, but it helps your team and company, as well. Make sure to maintain open communication with your employees and give them the opportunity to respond to your suggestions for improvement.

                                        Related: Best Practices for Giving Constructive Feedback

                                        In addition to an evaluation, you should also go over personal goals with your employee. Discuss what you’d both like to see them achieve in the future, and allow them the time to improve. Setting goals will give them something to work toward and hopefully grant them a better evaluation in the future.

                                        Performance evaluation examples

                                        Here are two examples of performance evaluations using descriptive phrases:

                                        Positive performance review example

                                        Kennedy exceeded expectations this year in her role as lead graphic designer. She utilized good communication skills when speaking with clients and her team. Kennedy works well under pressure and maintains a positive attitude when problems arise. She contributes innovative and creative ideas that surpass company expectations.

                                        Negative performance review example

                                        Though Anthony displays a passion and talent for reporting, his inability to work effectively as part of a team hinders his success. Unfortunately, he often fails to meet deadlines and lacks consideration for others. In the coming year, we’d like Anthony to display good time management skills and be an effective member of the reporting team.

                                        Performance Appraisal Phrases: 200 Helpful Phrases For Employee Performance Reviews / 2023

                                        These simple yet descriptive sentences help your employees understand what they’re doing well and what they still need to work on. But what are the best performance appraisal phrases?

                                        The management experts at have put together a list of 100 extremely helpful phrases for employee performance reviews. We’ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses. That way, you can quickly and easily find a phrase to fit your needs.

                                        Effective Performance Appraisal Phrases



                                        1) Always on time (or even early) for meetings and conferences.

                                        2) Prompt and on time for the start of each workday.

                                        3) Respects others by arriving at work and at meetings on time.

                                        4) Adheres to the whenever possible.

                                        5) Never been a no call, no show employee.

                                        6) Achieved perfect attendance over X (weeks, months, years).

                                        7) Inspires others to improve their attendance.

                                        8) Does not deviate from the attendance policy outlined in our employee handbook.

                                        9) Begins each day on time and ready to go.

                                        10) Very reliable about being at work on time.


                                        11) Does not meet company standards for attendance.

                                        12) Is frequently late to work.

                                        13) Often exceeds the maximum number of vacation days.

                                        14) Has not met attendance goals set at previous performance review.

                                        15) Disrespects others by regularly arriving late to meetings.

                                        16) Frequently returns late from scheduled breaks.

                                        17) Does not follow the attendance policy.

                                        18) Unreliable about reporting to work on time.

                                        19) Poor attendance frequently affects coworkers.

                                        20) Does not hold others to the company’s high attendance standards.


                                        21) Has a cheerful attitude that benefits her teammates.

                                        22) Looks for the positive in every situation.

                                        23) Quick with a smile and a joke to lighten the mood during stressful times.

                                        24) Does not let difficult circumstances get him down.

                                        25) Positive attitude helps others on her team keep their motivation high.

                                        26) Always reports to work cheerful and ready to get to work.

                                        27) Maintains a steady and positive attitude that inspires others.

                                        28) Frequently has a smile for others.

                                        29) Attitude reflects enjoyment of the job.

                                        30) Builds an atmosphere of trust with others on the team.


                                        31) Negative attitude in some situations has a tendency to cause problems.

                                        32) Gets upset easily.

                                        33) Needs to work on accepting constructive criticism.

                                        34) Let’s non-work topics provoke her/him.

                                        35) Too easily switches from positive to negative attitude.

                                        36) Allows stress and pressure to get the better of him/her.

                                        37) Erupts into anger over minor issues.

                                        38) Displays of negative emotion affect others on the team.

                                        39) Needs to bring poor attitude under control.

                                        Customer Service

                                        41) Excellent at customer service.

                                        42) Deals easily with all types of customers.

                                        43) Takes great pride in helping each and every customer.

                                        44) Skillfully overcomes client objections.

                                        45) Does not let a customer’s negative attitude get him/her down.

                                        46) Handles difficult customer service situations very well.

                                        47) Customer satisfaction rating: High

                                        48) One of our best customer service team members.

                                        49) Understands how to make a real difference in customer experience.

                                        50) Stays calm and rational in the face of angry customers.


                                        51) Does not listen well to customers.

                                        52) Very effective on the phone, but does not handle face-to-face service well.

                                        53) Does not seem to understand why customer service training is important.

                                        54) Does not know how to deal with a difficult customer.

                                        55) Has consistently low marks on customer satisfaction surveys.

                                        56) Does not take pride in resolving customer complaints.

                                        57) Too frequently passes the complaining customer on to someone else.

                                        58) Needs to learn how to handle customer requests in a more efficient manner.

                                        59) Does not listen to customers well.

                                        60) Poor skills in handling face-to-face complaints.



                                        61) One of our most dependable team members.

                                        62) Very reliable in all situations.

                                        63) Willing to do whatever it takes to get the job done.

                                        64) Known for dependability and willingness to work hard.

                                        65) A loyal and trustworthy employee.

                                        66) Consistently demonstrates that he/she cares about his/her job.

                                        67) Always performs at or above expectations.

                                        68) Can always be counted on to complete tasks in a timely and accurate manner.

                                        69) Ready to get the job done no matter how much work is involved.

                                        70) Motivated to finish tasks and assignments on time.


                                        71) Unwilling to work beyond scheduled hours.

                                        72) Work results are inconsistent and frequently need to be reviewed.

                                        73) Not a dependable employee.

                                        74) Does not demonstrate a willingness to do what it takes to get the job done right.

                                        75) Does not produce consistent results.

                                        76) Content with leaving work for others to finish.

                                        77) Work results are inconsistent.

                                        78) Reliability is questionable.

                                        79) Is not willing to help employees with their work.

                                        80) Does not care what managers and coworkers think of him/her.



                                        81) Accepts constructive criticism and works to improve.

                                        82) Shows ability to come up with new solutions to common problems.

                                        83) Is willing to change the way he/she works for the betterment of the team.

                                        84) Shows initiative and flexibility when starting a new task.

                                        85) Capable of handling a variety of assignments.

                                        86) Able to identify new and more efficient methods.

                                        87) Calm under pressure.

                                        88) Willing to admit he/she is wrong.

                                        89) Quick to adapt to alternate points of view.

                                        90) Handles change well.


                                        91) Tends to shy away from activities where the process is unknown.

                                        92) Does not excel at projects that require a degree of flexibility.

                                        93) Gets agitated when the plan changes.

                                        94) Uninterested in new responsibilities.

                                        95) Sticks to traditional methods even if a new approach is better.

                                        96) Shuts down when expectations aren’t met.

                                        97) Doesn’t look for new ways of working when things don’t go according to plan.

                                        98) Unwilling to admit he/she is wrong.

                                        99) Does not accept constructive criticism well.

                                        100) Resistant to trying new techniques.

                                        Interpersonal Skills

                                        101) Has strong relationships with coworkers.

                                        102) Is easy to get to know.

                                        103) Actively converses with teammates and wants to hear about their lives.

                                        104) Wants to get to know and understand other employees.

                                        105) Finds it easy to connect with coworkers.

                                        106) Makes people feel important.

                                        107) Makes people feel appreciated.

                                        108) Can work with a variety of personalities.

                                        109) Relates well to those around him/her.

                                        110) Connects easily with others.


                                        111) Does not work well with others.

                                        112) Strong, direct personality can turn people off.

                                        113) Teammates do not enjoy working with him/her.

                                        114) Seen as unapproachable by coworkers.

                                        115) Gives an impression of superiority to teammates.

                                        116) Strong personality frequently causes rifts with coworkers.

                                        117) Displays superior attitude toward all.

                                        118) Coworkers do not like being on his/her team.

                                        119) Fails to recognize the needs of others.

                                        120) Does not establish effective working relationships.



                                        121) Always willing to help a coworker.

                                        122) Makes team members feel comfortable in voicing their opinions and ideas.

                                        123) Understands strengths of coworkers and delegates effectively.

                                        124) Keeps team engaged and on track.

                                        125) Shows appreciation for a job well done.

                                        126) Motivates team members to work hard.

                                        127) Promotes a culture of learning and understanding.

                                        128) Actively listens and responds to what his/her coworkers say.

                                        129) Excellent example for others to follow.

                                        130) Backbone of his/her team.


                                        131) Needs to improve in ability to talk to coworkers without being condescending.

                                        132) Does not inspire teammates to work hard.

                                        133) Does not plan for the future.

                                        134) Does not treat other members of the team as equals.

                                        135) Overanalyzes problems when a quick decision is necessary.

                                        136) Unclear when assigning goals and activities.

                                        137) Rarely gives recognition for a job well done.

                                        138) Fails to keep confidential information.

                                        139) Frequently derails team with unnecessary work.

                                        140) Does not listen to team members.



                                        141) Exceeded expectations on goals set during last performance review.

                                        142) Takes initiative to understand what needs to be done.

                                        143) Excels at developing strategies that deliver results.

                                        144) Sets appropriate goals and strives to accomplish them.

                                        145) Is consistently a top performer among teammates.

                                        146) Clearly communicates drive and desire to others.

                                        147) Always at the top of the performance-rating scale.

                                        148) Puts high value on doing a good job.

                                        149) Willing to assist others and help them do good work.

                                        150) Wants to improve at everything he/she does.


                                        151) Did not meet performance goal set at last performance review.

                                        152) Does not take initiative unless prompted.

                                        153) Is typically toward the bottom of performance ratings.

                                        154) Does not reach out to go beyond what is expected.

                                        155) Is not known to make significant contributions to the success of the team.

                                        156) Is not able to clearly communicate goals to others.

                                        157) Does not see the value in doing a good job.

                                        158) Not proficient at developing successful strategies.

                                        159) Is not concerned with improving his/her skills.

                                        160) Lacks drive to improve.


                                        161) Proven team player.

                                        162) Encourages teammates to work together toward a common goal.

                                        164) Promotes a team-centered workplace.

                                        165) Is sensitive and considerate of coworkers’ feelings.

                                        166) Shares ideas and techniques.

                                        167) Builds strong relationships with others by (insert behavior here).

                                        168) Willing to cooperate with coworkers.

                                        169) Takes on more work to help the team excel.

                                        170) Always looking for new ways to help the team.


                                        171) Needs to improve teamwork skills.

                                        172) Does not view workplace as a team environment.

                                        173) Always wants to work alone on projects.

                                        174) Coworkers are hesitant to ask him/her for help.

                                        175) Does not work well with others during group projects.

                                        176) Blames others when problems arise.

                                        177) Is frequently insensitive to coworkers’ feelings.

                                        178) Plays everything very close to the vest.

                                        179) Does not share well with others.

                                        180) Often a divisive element within the team.

                                        Time Management


                                        181) Respects the time of coworkers.

                                        182) Uses time effectively to get the job done.

                                        183) Keeps presentations on schedule.

                                        184) Regularly meets all deadlines.

                                        185) Works hard to stay organized and on time.

                                        186) Driven to complete tasks on time.

                                        187) Very reliable when it comes to time management.

                                        188) Can always depend on him/her to manage time well.

                                        189) Can identify what needs to be done first in order to save time.

                                        190) Sensitive to the constraints of coworkers’ projects.


                                        191) Frequently misses deadlines.

                                        192) Is regularly late from break.

                                        193) Does not have a strong concept of how long a task will take.

                                        194) Meetings and presentations tend to exceed allotted time.

                                        195) Takes up the valuable time of others with too much small talk.

                                        196) Disregards the importance of being on time.

                                        197) Does not show a desire to improve time-management techniques.

                                        198) Unreliable in finishing tasks by allotted deadline.

                                        199) Frequently exceeds mandatory due dates.

                                        200) Does not manage time well.

                                        Build Strong Relationships With Performance Appraisal Phrases And Sling

                                        Periodic performance reviews are a powerful tool for improving the way your employees work. But more than that, a performance review done well forges a strong employee/employer relationship.

                                        It’s that relationship that can motivate your team to do their best even during the most difficult project. That’s the recipe for success.

                                        One of the best ways to build strong relationships is through good communication. The better you communicate with your employees the stronger your team will be. The Sling app can help.

                                        We built the Sling suite of tools to:

                                        Streamline communication

                                        Simplify the scheduling process

                                        Track labor costs

                                        Build employee engagement

                                        Organize work hours

                                        Remove the difficulties in finding substitutes

                                        Keep your team members on task throughout the day

                                        Regardless of the industry, Sling can keep you and your team members organized and focused on the project at hand. That will translate to more positive performance reviews throughout the year.

                                        And when you’re organized, everything runs more smoothly. Sling even helps with that.

                                        The on-board artificial intelligence (A.I.) keeps track of time-off requests, work preferences, and other employee information. If you double-book an employee or schedule them for a time they can’t work, the Sling A.I. will notify you and prompt you to make the necessary change.

                                        These are just a few of the benefits Sling can bring to your business.

                                        Experience the myriad ways the Sling app can make your managerial job easier by signing up for a free trial today.

                                        For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit chúng tôi today.

                                        How To Conduct Employee Performance Appraisals (Performance Reviews) / 2023

                                        © Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Adapted from the Field Guide to Leadership and Supervision in Business and Field Guide to Leadership and Supervision for Nonprofit Staff.

                                        Strongly Suggested Pre-Reading

                                        How to Ensure Strong Employee Performance Management

                                        Sections of This Topic Include

                                        Also considerEmployee Performance ManagementRelated Library Topics

                                        Guidelines to Conduct Employee Performance Appraisals

                                        Yearly performance reviews are critical. Organization’s are hard pressed to find good reasons why they can’t dedicate an hour-long meeting once a year to ensure the mutual needs of the employee and organization are being met. Performance reviews help supervisors feel more honest in their relationships with their subordinates and feel better about themselves in their supervisoral roles. Subordinates are assured clear understanding of what’s expected from them, their own personal strengths and areas for development and a solid sense of their relationship with their supervisor. Avoiding performance issues ultimately decreases morale, decreases credibility of management, decreases the organization’s overall effectiveness and wastes more of management’s time to do what isn’t being done properly. Conduct the following activities.

                                        1. Design a legally valid performance review process

                                        Patricia King, in her book, Performance Planning and Appraisal, states that the law requires that performance appraisals be: job-related and valid; based on a thorough analysis of the job; standardized for all employees; not biased against any race, color, sex, religion, or nationality; and performed by people who have adequate knowledge of the person or job. Be sure to build in the process, a route for recourse if an employee feels he or she has been dealt with unfairly in an appraisal process, e.g., that the employee can go to his or her supervisor’s supervisor. The process should be clearly described in a personnel policy.

                                        2. Design a standard form for performance appraisals

                                        3. Schedule the first performance review for six months after the employee starts employment

                                        Schedule another six months later, and then every year on the employee’s anniversary date.

                                        4. Initiate the performance review process and upcoming meeting

                                        Tell the employee that you’re initiating a scheduled performance review. Remind them of what’s involved in the process. Schedule a meeting about two weeks out.

                                        5. Have the employee suggest any updates to the job description and provide written input to the appraisal

                                        6. Document your input — reference the job description and performance goals

                                        7. Hold the performance appraisal meeting

                                        State the meeting’s goals of exchanging feedback and coming to action plans, where necessary. In the meeting, let the employee speak first and give their input. Respond with your own input. Then discuss areas where you disagree. Attempt to avoid defensiveness; admitting how you feel at the present time, helps a great deal. Discuss behaviors, not personalities. Avoid final terms such as “always,” “never,” etc. Encourage participation and be supportive. Come to terms on actions, where possible. Try to end the meeting on a positive note.

                                        8. Update and finalize the performance appraisal form

                                        9. Nothing should be surprising to the employee during the appraisal meeting

                                        Any performance issues should have been addressed as soon as those issues occurred. So nothing should be a surprise to the employee later on in the actual performance appraisal meeting. Surprises will appear to the employee as if the supervisor has not been doing his/her job and/or that the supervisor is not being fair. It is OK to mention the issues in the meeting, but the employee should have heard about them before.

                                        Why We Hate the Performance Review

                                        © Copyright Sheri Mazurek

                                        Most employees in companies today are all too familiar with the concept of the performance review. Just the mention of this often dreaded occurrence of discussion with one’s supervisor where they get to critique every move you’ve made during the year while you sit ideally by is sure to send negative feelings throughout the mind’s of employees everywhere. The performance review generally has a similar effect on managers and supervisors as well. So why is this performance review so dreaded and loathed by many? A few of the reasons are listed below.

                                        Employees – Why They Hate the Performance Review Process

                                        Employees are often forced to write a self evaluation prior to the meeting as well. Unfortunately, these usually only serve as annoyance to employees because the majority of the time it is ignored by the supervisor any way.

                                        Managers – Why They Hate the Performance Review Process

                                        Managers often dread the discussion of the employee performance review assuming the discussion will turn into a battle with the manager left to convince the employee that their ratings are accurate. Managers usually assume employees think they perform better than they actually do.

                                        Managers are busy with tasks and goals of their own . Taking the time to thoroughly review a whole year’s worth of performance is time consuming. They often rush through the forms because the HR department has a deadline they are struggling to meet?

                                        The forms are too complicated, long, short or don’t cover what is really important to success in this department.

                                        So, What’s the Answer to Overcoming Negativity Around the Performance Appraisal?

                                        Here’s a few tips to get you started:

                                        Set clear expectations. Provide them on the first day of employment.

                                        Provide feedback all year. Create a culture where performance discussions are a regular part of the work day and review meetings are held at frequent intervals such as monthly.

                                        Ask first, tell later. Begin a performance discussion by asking the employee to rate their chúng tôi them provide examples of where they have met and exceeded the expectations.

                                        Do not complete the form until you have the discussions. Do monitor performance all year and have examples ready to discuss.

                                        Guarantee no surprises at the annual meeting. If you are waiting for annual meeting to discuss performance, you lost your chance to be effective.

                                        Numerous Resources About Conducting Employee Performance Reviews

                                        Additional Perspectives on Conducting Employee Performance Appraisals

                                        10 Key Tips for Effective Employee Performance ReviewsSelecting from Among Publicly Available AssessmentsHow to Evaluate and Appraise employee performance (also with free template)The Performance Appraisal SolutionPreparing for performance appraisal discussions – Part IConducting performance appraisal discussions – Part IIConcluding performance appraisal discussions – Part IIIPerformance Appraisals: A Quick Guide For ManagersBeyond Constructive Criticism-Methods to Evaluating PerformancePerformance Appraisals: Are You Playing Games?

                                        Some Contrary Perspectives on Employee Performance Reviews

                                        Performance Appraisal Lessons from 13 Years in the TrenchesEvaluation Program Sample ReportsA Cost-Benefit Case for Scrapping Performance AppraisalsOnce You Scrap Performance AppraisalsWhy We Hate the Performance ReviewPerformance Appraisal – Free HR Employment Policy and training pack for downloadPerformance Review Rushed?

                                        Perspectives on Conducting Employee 360 Degree Performance Reviews

                                        360 Degree Feedback Survey Software Deployment Tips & Resources: How to GuideBouncing Back from a Negative 360-Degree Review360-DegreeFeedback.com – Your Guide to 360 Information and Resources360-DegreeFeedback.com – Your Guide to 360 Information and Resources

                                        Learn More in the Library’s Blogs Related to Employee Performance Appraisals

                                        Library’s Career Management BlogLibrary’s Human Resources BlogLibrary’s Leadership BlogLibrary’s Supervision Blog

                                        For the Category of Supervision:

                                        To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources.

                                        Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.

                                        Related Library Topics Recommended Books

                                        Bạn đang xem bài viết 100 Useful Performance Review Phrases / 2023 trên website Trucbachconcert.com. Hy vọng những thông tin mà chúng tôi đã chia sẻ là hữu ích với bạn. Nếu nội dung hay, ý nghĩa bạn hãy chia sẻ với bạn bè của mình và luôn theo dõi, ủng hộ chúng tôi để cập nhật những thông tin mới nhất. Chúc bạn một ngày tốt lành!