Xem Nhiều 12/2022 #️ 32 Performance Review Phrases By Skill (With Examples) / 2023 # Top 13 Trend | Trucbachconcert.com

Xem Nhiều 12/2022 # 32 Performance Review Phrases By Skill (With Examples) / 2023 # Top 13 Trend

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Effective performance reviews are key to employee engagement and can provide valuable feedback on skills and goals important to your business’ success. In this article, we discuss what a performance review is, common skills assessed during a performance review and examples of performance review phrases.

What is a performance review?

A performance review, also called a “performance evaluation” or “performance appraisal,” is an assessment where supervisors review an employee’s work performance. During the review, a supervisor identifies the employee’s strengths and weaknesses, sets goals and offers feedback for future performance. Many organizations conduct reviews annually while others have them quarterly, monthly or even weekly.

Performance reviews may help employers:

Give feedback to employees on their current performance and make organization expectations clear

Identify strengths and weaknesses of individual employees and teams as a whole

Help team members develop as employees and people

Allocate promotions or pay raises appropriately

Explain individual and organizational goals

Use it as a goal-setting opportunity

Effective performance review phrases

Many performance reviews are categorized by skills and goals with phrases that correlate to each category. The 12 common skills usually incorporated into performance reviews are listed below along with effective phrases for each skill

The phrases you use in a performance review impact its overall effectiveness. An effective review should discuss an employee’s strengths and areas of improvement in a way that is constructive and motivating. Depending on what skills or goals you are evaluating, here is a list of common performance review phrases for each review skill:

Creativity is essential in the workplace for creative thinking and problem-solving. When you are giving a performance review, you may consider using phrases similar to these:

1. “Applies creative thinking to implement a vision for the company”2. “Continuously suggests new ideas in meetings and on projects”3. “Shows initiative with developing new ways of thinking to improve projects or company performance”

It is important that employees adapt to change and accept and comply with new processes. Here are some phrases that may apply to an employee’s adaptability:

3. “Willingly adjusts their schedule to be available when needed”4. “Quickly adapts to changes in the performance of required duties”5. “Responds well to change in various situations”

Communicating effectively with supervisors, colleagues and clients is essential throughout various industries. Here are phrases that you may use when you give your performance review:

6. “Effectively communicates with colleagues, supervisors, partners and customers”7. “Clearly communicates ideas and thoughts in team meetings and conferences”8. “Is a constructive communicator and is capable of discussing difficult issues effectively and to the point”

Employees should strive to be accountable for their work, own up to the mistakes they make and do their best to fix them as best they can. This saves time and displays an employee’s integrity. Here are some phrases that you may apply to a positive review of an individual’s accountability.

9. “Takes ownership in the company’s success and accepts responsibility for oneself and contribution as a team member”10. Admits mistakes and errors and informs others when unable to keep a commitment”

Attendance and reliability are important factors in evaluating individual performance because consistent attendance and punctuality are requirements at most workplaces. While considering your employee’s attendance and punctuality performance, you may write down these sample phrases:

11. “Exceeds expectations in arriving on time for work, including meetings and conferences”12. “Has good attendance and doesn’t violate the standard attendance policy”13. “He begins each day fully refreshed and prepared for any challenges”

It is essential that employees remain productive during work hours to contribute to the company’s goals. Productivity is also a good indicator of an employee’s engagement. Here are some phrases that you may consider when you give a performance review:

14. “Positively contributes to the overall performance of the company through consistent and high-quality work”15. “Continuously strives to improve profits, productivity and performance targets”16. “Shows strong time-management and organizational skills”

Providing effective feedback on performance reviews includes mentioning employee achievements. Here are some phrases that may help you recognize your employee’s achievements during their performance reviews:

17. “Sets well-thought-out goals and continuously strives to achieve them”18. “Improved xx by xx%”19. “Made an effective system to streamline xx work processes by doing xx”

Cooperation is important to evaluate because an employee should be willing to cooperate with their co-workers to make sure team-based projects and daily tasks are completed in a timely manner. When each person relies on input from others to complete a task, the workflow continues at a steady pace which can only be achieved through cooperation. Try considering these phrases when you give a performance review:

20. “Displays a cooperative spirit by performing xx task to contribute to xx project”21. “Promotes cooperation well to ensure colleagues work as a team to meet deadlines”

Coaching is the process of assisting employees to improve performance. Employees should be coachable so that they can perform at an appropriate level for their job role. Here are phrases that assess coaching and training ability:

22. “Accepts coaching in various job duties and applies training to improve xx ability”23. “Asks for more training when xx processes aren’t clear or understood”

Employees typically have an opportunity for improvement. It is important to give them specific feedback regarding those areas so they can develop a plan to improve their performance. These phrases identify common areas of improvement:

24. “Struggles to effectively overcome new challenges and find solutions to new issues”25. “Should work on developing and maintaining professional relationships”26. “Tends to focus more on what can’t be done instead of what can be done”

Good interpersonal skills combine multiple skills that are often prerequisites for many jobs. Here are some effective phrases tо use when you giving a performance review оn interpersonal skills:

27. “Works effectively within a team environment to achieve specific tasks or projects”28. “Develops constructive working relationships with internal and external stakeholders”29. “Is an effective team player as demonstrated by their willingness to help out and contribute as required”

Problem solving defines a problem to determine its cause, identifying possible solutions and choosing the correct solution. Here are problem-solving phrases that will make your employee aware of their abilities:

30. Displays the capability to independently solve complex problems”31. Breaks a problem down before analyzing it in a more detailed manner”32. Knows how to collaborate with others effectively to find solutions to problems”

33 Performance Review Examples And Sample Phrases / 2023

Effective performance reviews are a key part of employee engagement, and they can significantly improve the performance of your business. It can be useful to have some effective performance review phrases to help you conduct an in-depth review that provides valuable feedback on skills and goals that are important to your business’ success. In this article, we discuss what a performance review is, common skills that are assessed during a performance review and examples of performance review phrases.

What is a performance review?

A performance review, also called a performance evaluation or performance appraisal, is an assessment where supervisors review an employee’s performance at work. Throughout the performance review, a supervisor will identify employee’s strengths and weaknesses, set goals and offer feedback for future performance. Many organizations conduct reviews annually and others conduct performance reviews quarterly, monthly or even weekly.

Performance reviews may help employers to:

Give feedback to employees on their current performance and make organization expectations clear.

Identify strengths and weaknesses of individual employees and teams as a whole.

Help team members develop as employees and people.

Allocate promotions or pay raises appropriately.

Explain individual and organizational goals.

Use it as a goal-setting opportunity.

12 common performance review skills

Many performance reviews are categorized by skills and goals with phrases that correlate to each category. Here are 12 common performance review skills:

Examples of effective performance review phrases

The phrases you use in a performance review makes a difference in the overall effectiveness of the review. An effective review should discuss an employee’s strengths and areas of improvement in a way that is constructive and motivating. Divided into categories depending on what skills or goals you are evaluating, here is a list of common performance review phrases for each skill:

1. Creativity and innovation

There are two ways that creativity are essential in the workplace: creative thinking and creative problem-solving. When you are giving a performance review you may consider using phrases similar to these:

2. Adaptability

It is important that employees adapt to change and accept new processes and comply with them. Here are some phrases that may apply to an employee’s adaptability:

3. Communication

Communicating effectively with supervisors, colleagues and clients is essential throughout various industries. Here are phrases that you may use when you give your performance review:

4. Accountability

Employees should strive to be accountable for their own work and own the mistakes they make and do their best to fix them as best they can. This saves time and displays an employee’s integrity. Here are some phrases that you may apply to a positive review of an individual’s accountability.

“Takes ownership in the company’s success and accepts responsibility for oneself and contribution as a team member”

“Admits mistakes and errors and informs others when unable to keep a commitment”

5. Attendance and punctuality

Attendance and reliability are important factors in evaluating individual performance because consistent attendance and punctuality are requirements at most workplaces. While considering your employee’s attendance and punctuality performance, you may write down these sample phrases:

6. Productivity and quality of work

It is essential that employees remain productive during work hours to contribute to the goals of the company while producing high-quality work. Productivity is also a good indicator of an employee’s engagement. Here are some phrases that you may consider when you give a performance review:

7. Achievement

Providing effective feedback on performance reviews includes mentioning employee achievements. Here are some phrases that may help you recognize your employee’s achievements as during their performance reviews:

8. Cooperation

This skill is important to evaluate because an employee should be willing to cooperate with their co-workers to make sure team-based projects and daily tasks are completed in a timely manner. When each person relies on input from others to complete a task, the workflow continues at a steady pace and this can only be achieved through cooperation. Try considering these phrases when you give a performance review:

“Displays a cooperative spirit by performing xx task to contribute to xx project”

“Promotes cooperation well to ensure colleagues work as a team to meet deadlines”

9. Coaching and training

Coaching is the process of assisting employees in improving performance that focuses on closing the gap from where one is to where they want to be. Employees should be coachable so that they can perform at an appropriate level for their job role. Here are phrases that assess coaching and training ability:

“Accepts coaching in various job duties and applies training to improve xx ability”

“Asks for more training when xx processes aren’t clear or understood”

10. Improvement

Each employee will likely have a few areas that they can improve in. It is important to give them specific feedback on areas they may struggle in. This way they can develop a plan to improve their performance. These phrases identify common areas of improvement:

11. Interpersonal skills

Good interpersonal skills combine multiple skills that are often prerequisites for many jobs. Here are some effective phrases tо assist you when you give a performance review оn interpersonal skills:

12. Problem-solving

Problem-solving is the skill of defining a problem to determine its cause, identifying possible solutions and choosing the correct solution for the problem that is presented. Here are problem-solving phrases that will make your employee aware of their problem-solving abilities:

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.

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

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