â He is a calming influence when the team is under pressure. â He applies overly complex and impractical approaches to solving problems. â He is not aware how to adopt the latest technology. â He always has a negative attitude towards his work. â He is one of our most proficient customer service trainers. Why Worry About Phrasing for Your Performance Review? He needs to handle customers more creatively and flexibly. â He typically thinks inside the box and is afraid to risk doing anything in a new way. He never complains about innovations introduced at the workplace. When you’re the boss, a lot of the big decisions are up to you. â He is an innovator at heart. â He has an inconsistent attitude that often negatively affects the team. He does not always relate well with his employees and this shows in the groupâs work effort. â He enables everyone around him to remain calm and concentrate on the final goal. He can extract the details which make a big difference when dealing with our clients. â His employees abuse his willingness to allow them to work from home in case of necessity. â He is not good enough to be a technician. â He needs to be more resourceful in accomplishing goals and 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. How good are your teams at planning ahead and looking at the big pictures? â He focuses on the basics to bring success to the team. â He helps coworkers with their tasks even if they are outside his direct responsibility. â He is supportive of new ideas, goals and working methods no matter where they come from. â He strives to satisfy customers’ needs. â He doesnât want to share his knowledge in relation to the job with others. â He is easily demotivated if things fail to perform as well as expected. The ability to clearly communicate is a management skill that’s a must for every employee along the chain. â He always complies with the dress code. â He doesnât accept âweâve always done it this wayâ as a solution. â He can be counted on to give 100 percent under all circumstances. â He understands that good leaders improve themselves through study, training, and experience. He has difficulty in distinguishing his personal relationships and working ones. â He developed a [program/initiative] that delivered [x] results. â He is highly punctual on arrival to work and also meetings. 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. â He shares his knowledge with coworkers. He is conscious of every detail in his work. â Management has noticed that he takes longer breaks than he is allotted. â He is decisive in difficult situations. â He manages his schedule well. â He is unwilling to assume responsibilities outside of his job description. Develops innovative strategies such as [example] ... Is very innovative under adverse conditions, Fosters a curiosity for innovative possibilities, Recognizes the needs of others and reaches out to lend a helping hand, Establishes effective working relationships, Builds on mutual dependence and understanding, Displays an ability to learn rapidly and adapt quickly to changing situations, Committed to continuously learning through [example], Responds quickly to new instructions, situations, methods, and procedures, 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, Creates flexible plans to meet changing opportunities, Excels in developing strategic alternatives, Formulates strategies, tactics, and action plans to drive X results, Is capable of distinguished performance in a higher-level position, Has reached the level for promotional consideration, Can handle bigger projects and assignments, Is making a strong effort to acquire greater experience and skills to increase potential for advancement, Is enhancing growth potential through additional education and training, Displays a practical approach to solving problems, Effectively solves problems rather than symptoms, Is skilled in proposing optional solutions, Is an important contributor to the successes of the department, Makes a substantial contribution to the continued operation and growth of the organization, Sets realistic timetables to keep projects on target, Makes effective use of all available resources when given a project, Clearly establishes project goals and objectives, 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, Prepares meeting agendas that are concise and, Makes effective use of discretionary time, Excels in living the organization's values, 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, 80% of employees see crowdsourced feedback as more accurate, 80% of peer-reviewed employees get a better understanding of their strengths and weaknesses. These phrases can be used to get you started when describing the level of performance for your employee. â He proactively shares progress towards goals. â His attendance and punctuality is within company guidelines. â He establishes workable, prioritized, and highly effective problem-solving plans for each problem. â He shows that he is a positive person who is willing to do whatever it takes to help. Tim has a unique mind-set that is highly appreciated. He adds an admirable inspiration to the day-to-day tasks he performs. He does not know how to perform this task. â He shows appropriate patience with complaining customers and employees. â He focuses on satisfying wide audience need where an individual approach to each client is needed. He does not take the time to help members of his team who are struggling to keep up. â He is not afraid to respond to complex issues and provide recommendations to all levels of management. â He uses his time effectively to perform the big and small duties which must be done every week. â He does not share key information with colleagues because he fears he will be marginalized. â He is the go-to person if the task absolutely must be completed by a given time. â He does not mind facing complicated situations and always finds appropriate solutions to offer to management. â He has good knowledge of business, but he fails to properly communicate with other technical members of his team. â He treats others with respect, courtesy, tact, and friendliness and actively attempts to be helpful towards others. His leadership has contributed to very high productivity from this department. â He begins each day revitalized and ready for any challenges he may face. â As an employee, his communication was good; as a manager, he has proved an even more effective communicator. â He should concentrate more on the positive sides of his duties and his team. â He can deal with customers on the phone very well, but he does not handle face to face customer contact very well. â He does not believe in his efforts. â He encourages feedback from his customers. Note: Although these are all 100% usable for an evaluation, we recommend shaping the phrases to be as specific as possible for the employee under review… â He is the person we rely on to deal with serious problems, He keeps a clear r mind clear and think intelligently. Positive comments: Performance appraisal is a time-consuming and scrupulous process, which requires a thorough and detailed employee assessment. 2003, McGraw-Hill Companies, Inc. â He demonstrates positive personal regard when confronting problems with others. He knows how to use their strengths to make their performances better. â He understands the testing process and how to discover a solution to a particular problem. â He focuses only on getting his own work accomplished. â He has trouble doing his tasks without help or supervision. Configure who will submit reports by choosing the â. â He exceeds the expectations of the company. â He constantly pursues opportunities for growth and learning. âHe clearly communicates goals and objectives to coworkers. â He demonstrates initiative consistent with job expectations to improve his performance. â He instills a sense of confidence in his coworkers and project team by encouraging an atmosphere of openness. â He readily assists coworkers in response to fluctuations in workloads. 2 Below you will find the performance factors listed in the performance appraisal with phrases listed under each performance level. â He understands his team and how to motivate them to high performance. Specifically, he solved a problem with an extra creative solution. â He does not understand how to deal with a difficult customer. â He takes excessive breaks and is reluctant to perform his duties. â He empowers others to take initiative as well. â He fails to achieve the goals because he doesnât delegate to his staff effectively. â His positive attitude and willingness to listen are highly appreciated by her coworkers. He attempts to unacceptably modify the script. â He often isolates himself and does not take constructive criticism well. â He will blame others for missed deadlines and objectives. However, she finished it amazingly with her team performance being the best of all the groups. If a task must be completed it is better assigned to someone else. â He was a good employee but not good enough to become an excellent manager. â He is punctual and consistently arrives at meetings on time. â He usually voices breakthrough and helpful ideas in meetings â even though he is not one of people you think of as a creative employee. He is clearly aware of this but he has made no attempt to change his demeanor when talking about non-work related topics. He shares everything he knows with other team members. He cannot be let out of the sight of his supervisors. Phrases to use in a performance review for a high performer. â He reports necessary information to his coworkers. â He understands the latitude to ensure customer satisfaction. â He can be counted upon to act honorably in all situations. â He cannot refuse his colleaguesâ requests. â His positive attitude and willingness to share his positive thoughts on any situation is highly appreciated. â His good attitude towards clients makes them use the companyâs service again and recommend it to others. 25 Useful Phrases for Employee Performance Review. â He presents a positive public image of the agency to others. â He is one of the first people we turn to whenever we have a very technical problem. â He uses an arsenal of creative strategies to proactively solve a wide range of problems. â He needs to focus on big picture items, yet he continues to micromanage his staff. â He does not work within the company policies that are proven for ultimate success rates. â The quality of his work is highly consistent. â He is creative and logical in addressing any aspect of his work. â He tends to leave work for others to do; while most of his coworkers are willing to work late to finish the project. â He finds the positive in situations where perspective is required. â He is a team player most of the time, but frequently we have problems with his follow through when other teammates need help. He is unable to produce the quality of products that is expected. â He cannot give managers the requisite information when an issue occurs. â He encourages people to work together to achieve a common goal. â His work doesnât pass inspection by other team members. â He started the period with a very poor performance. â He is an adept communicator and is one of the best business writers I have had the pleasure of working with. â He s a goal-oriented person. â His employees emulate the very high personal standards of integrity he sets. â She is cautious and prefers to avoid confrontation. â He aligns his goals with those of the company. â He is able to analyze any problem and find the best solution to any problem. â He is willing to work overtime until the project is finished. Effective Performance Review Phrases that work to keep staff motivated and recognized. â He completes work according to promised deadlines. â His communication is poor meaning his team meetings are rarely effective. He needs to be more cautious about sticking strictly to the rules as defined. â He seldom takes part in discussions or meetings. â Whenever he runs into an obstacle, he has a tendency to stop and ask for help. Try to use these positive, negative and self evaluation deadlines phrases and examples to write a performance … â He is very active in asking for the opinion of his team members before making a decision. â He always learns about the nature of projects and duties carefully. â He does not understand the intricacies of managing a high performance team and has yet to perform. He consistently performs at or above expectations. He should think beyond the manuals, and troubleshoot technical issues which are not documented. â He has a welcoming and friendly character. â He holds himself accountable for his teamâs performance objectives and goals. â He fails to spend sufficient time to check his work before submission. â He is impossible to submit needed information to the managers when he faces a complex situation. The positive performance review phrases are for employees who meet or exceed expectations while the negative performance evaluation phrases are for employees who need improvement or who are giving an unsatisfactory performance. â He does not use his experience and knowledge to its full potential. â He is dishonest when reporting statistics to deceive and confuse others. â He always performs his tasks effectively. â He blames processes and policies for his own shortcomings. â He tries to rationalize his less-than-meritorious behaviors. â He is a team member with advanced creative thinking. â He sought and considered ideas from others on issues that affected them. He helps to remedy the situation instead. You can’t perform if you don’t show up! â He works with customers very well. â He can be a creative person with many interesting ideas but he cannot successfully to tap into it. Ability to improve oneself allows employees to master new skills and systematically increase their performance. â He recognizes potential in others, and seeks to help them reach that potential. Data such as the report type, date and name will be added automatically. We continue to have above average turnover on his team. His volatile nature makes his coworkers uneasy. â He does not use his leadership skills appropriately to manage staff. His clients never complain about him, â He is good at keeping customers happy. â He is very helpful when mentoring entry-level staff getting used to their jobs. â When we have a task that must be done, we turn to him. â His written communication is very good, however his verbal communication skills could be improved. â He is not very effective at managing his staff to high performance. He should work to improve his time management skills to ensure meetings begin and end as scheduled. â He has an even demeanor through good times and bad. His constant cheer helps others keep their âenthusiasmâ, both positive and negative, in check. â His team has performed very well over the past year. â He always keeps himself updated about new information and knowledge in relation to his field of expertise. He is rated well by his peers, managers, and customers. 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. What they do something, He does not actively listening to others of... This position in the right direction He organizes and gives direction, guidance and feedback to his high standards integrity. Excellent member of our team and his managers clientsâ questions immediately but neglects direct professional in... At him that delivered [ x ] results but has a positive outlook this. 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