The examples of performance appraisal comments are ordered in the following skills and contain both positive and need-to-improve phrases:
Many companies have performance review procedures to acknowledge employees’ strengths and improve their weaknesses. As a result, a manager writes employee reviews regularly. However, not all their comments are effective, mainly because they aren’t consistent, accurate, straightforward, or personalized.
As performance review examples are everywhere, it’s easy to find inspiration. What is not so easy is to use the right appraisal phrases for the right employee, the right purpose, and at the right time in the employee’s career. To convey your message and improve your relationship with your employees, use different appraisal phrases and review comments for different types of reviews. Clarify what the employees are doing well and where they need to improve. Remember to mention why they need to improve. People need to understand what is asked of them and why.
For example: As [data] shows, you are good at doing [action]. I/others appreciate this very much. But from [data], we can see that you need to improve at [action] because it undermines your/our/the team’s goals. My suggestion is to do [action].
Last but not least, be honest and respectful. Don’t copy-paste appraisal phrases from one review to another without considering to whom the comment is addressed. To help you find the phrases that boost people’s morale and motivate them to work harder, check out the following samples of employee review phrases. Let's find now the examples of performance review, category by category.
All managers want their employees to arrive on time and respect their work schedules. Therefore, many companies use attendance tracking systems that monitor employee absences. However, just demanding something isn’t enough. You must acknowledge their efforts and show appreciation to your most punctual employees.
At the same time, you need to understand why some people struggle to arrive on time and find a way to help them. It may be a personalized work schedule that allows your employees to reach better attendance. Or it may be supporting their commute, offering mentorship, or looking after their health.
1. You always meet the company’s standards for attendance and punctuality.
2. You are one of our most punctual employees, with no registered delays in the last year.
3. I’m pleased to say that you’ve never missed a meeting or been late for one.
4. I can always rely on your punctuality, whether it is about a workday, meeting, or business event.
5. You an example of reliability, punctuality, and responsibility. You are right on time every day.
6. Unfortunately, you need to work on your punctuality. You don’t meet the company’s standards on attendance.
7. Over the last year, you registered more absences than allowed. Please make sure it doesn’t happen again.
8. Exceeding the number of leave days you are entitled to leads to reduced personal performance and affects your colleagues. You aren’t reliable and should improve in this area.
9. Lately, you are late to meetings, affecting the entire team.
10. I’ve noticed you are frequently late to work in the morning. Is it something we can help with to improve your punctuality?
Tip: We do provide an attendance tracking calendar, where employees can see who is off and when and can book any type of absence with a few taps.
Time management is essential for reaching productivity goals and a stress-free work environment. If one employee doesn’t meet the deadline, the entire team suffers.
Like punctuality, poor time management may have many causes, including a too-busy work schedule, dividing between too many tasks, procrastinating, wasting too much time on repetitive tasks, and others. As a manager, you can improve your employee’s abilities to manage their time. So, provide not only feedback but also solutions.
11. Your time management skills are an example for your team. You always deliver on time.
12. I appreciate how you manage your time while respecting your coworkers’ time.
13. As a manager, I can depend on you to finish on time.
14. You have exquisite organizational qualities that reflect in your work. Never missed a deadline.
15. You are driven to finish on time and keep up with the schedule.
16. I’ve noticed you struggle with delivering on time. It’s something you should consider improving.
17. You waste too much time with less important tasks and miss important deadlines. Please, prioritize better.
18. You don’t finish on time, affecting your coworkers.
19. You lack the ability to self-managing your time. How can I help you improve?
20. You spend too much time discussing with your colleagues, affecting your work. Focus on your tasks first and then use the remaining time to help others.
TIP: Many times we feel overwhelmed about the massive ammount of work that needs to be done. The day has 24 hours for all of us, however some people are able to deliver more results, while others just procrastinate. Find below 7 ways to get more done, easier:
Continue reading: Top 7 Tips To Improve Your Time Management Skills at Work
Most employee review comments focus on productivity, which is essential to the employee’s work performance. It’s only natural for a manager to show appreciation for hard work or notice reduced productivity. Sometimes, the employee may lack motivation, struggle with time management, prioritization, or be unable to complete their tasks.
21. Last year, your productivity was impressive. Well done.
22. You always try to improve your productivity, and it shows.
23. Your commitment to high standards of productivity inspires your coworkers.
24. You have achieved outstanding productivity performances each year.
25. You deliver high volumes of work by working smart and helping your colleagues keep up.
26. You don’t meet the company’s productivity standards, which is concerning.
27. Your lack of focus and time management abilities lead to poor productivity.
28. Don’t settle with the least you can do. Your productivity has decreased since the last review.
29. I’ve noticed a decrease in your monthly productivity and overall performance. Please, adjust your focus so that your results get better.
30. You need to improve your productivity, as data shows you are behind your teammates.
We provide a set of 70+ inspiring teamwork quotes that you can share with your team-members when you believe they need a bit of support.
When the team works well together, people are more likely to have better productivity, high morale, and increased motivation. A healthy team environment supports individuals, reduces conflicts, and encourages cooperation and communication. You can help your employees develop better work relationships by praising effective teamwork, pointing out problems, and providing solutions. Below you can find some examples that you can use anytime to help you in the performance evaluation:
31. You are a fantastic team player under any circumstances.
32. Your team can count on you to help them with challenging tasks. Additionally, the way you boost the morale of your colleagues is impressive.
33. I admire how much you support your team.
34. You denote excellent skills for working within a team and collaborating with everyone involved.
35. You are always ready to help your coworkers, and they appreciate you a lot.
36. You need to work on taking time to listen and support your team members.
37. I’ve noticed that you put your tasks before the team’s goals. You can’t reach your potential without learning to collaborate and communicate with your colleagues.
38. You don’t seem to consider others’ opinions or listen to their solutions.
39. You must learn to express your feelings and opinions straightforwardly and respectfully.
40. If one team member fails, the entire team fails. You need to help and encourage your colleagues more.
“Talent wins games, but teamwork and intelligence win championships.” Michael Jordan
If you enjoy such wise words, we do have 70 extra teamwork quotes to inspire and lift the team members.
Learning to be a good leader is a hard job. Support your team leaders by providing valuable and honest feedback, even if it may be negative. We all learn from our mistakes. Although performance feedback is good, you should also provide feedback on their social skills, communication abilities, and soft skills.
41. Your actions encourage the team members to do their best and reach their goals.
42. I admire you for leading by personal example and supporting your staff.
43. You give your staff everything they need to accomplish their personal and professional goals.
44. I appreciate your way of including everybody, building confidence, and offering transparent feedback to your team.
45. You communicate well, provide guidelines when needed, and encourage your team members to be autonomous and robust.
46. I’ve noticed that you put your personal results before the team’s achievements.
47. You could find more time to explain tasks to people and ensure they know what to do.
48. You should prioritize the tasks better, as many of your team members struggle to meet deadlines.
49. A leader should be objective and impartial. Make sure all your team members feel equally appreciated and acknowledged.
50. Your communication skills aren’t the best. As a result, your subordinates aren’t aware of the last changes in task planning.
Communication appraisal phrases recognize how much of the company’s performance is due to communication within and between departments. You want people to feel open to discussing their issues, take the initiative on difficult tasks, and share their ideas and expertise. Therefore, you praise their good communication skills and underline the issues on which they have to keep working. But to deliver the right message, you must also communicate it properly.
51. You denote excellent communication skills that all the departments praise.
52. I trust your communication skills to keep people informed, up-to-date, and motivated.
53. Your patience in explaining things and willingness to listen to others’ opinions are some of your best personality traits.
54. I know I can count on you to communicate both good news and difficult decisions.
55. You can give directions and make people understand our point very easily.
56. You must improve your communication skills as many people complain they don’t understand your directions.
57. You often forget to inform your colleagues about the progress of your tasks.
58. Your unread email list piles up quickly. People have been waiting for a response for days.
59. You tend to speak too much during meetings and interrupt the speaker with unnecessary comments.
60. I know you are a quiet person, but your teammates need to know your point of view and count on your expertise.
Most companies regularly provide performance feedback as an overall perspective of the employee’s work. Performance levels use metrics to measure employee achievements in different categories, such as productivity, time management, reaching goals, professional development, communication, teamwork, and others related to the job knowledge of the peers. Performance appraisal phrases may refer to any chapter of an employee’s work life.
Related: In case you're looking to setup the objectives and goals for your employees, we can help with key examples.
61. Since the last performance review, you have made improvements and are much closer to reaching your goals.
62. You are consistent in your work and always try to improve yourself.
63. You are a trustful team player, always finding time to help others without decreasing productivity.
64. I appreciate the way you handled the difficult time we’ve been through. You’ve listened to my suggestions.
65. You are an excellent employee, a top performer, and one of our best communicators.
66. You did not meet the performance goal set last year. You still need to improve.
67. Over the last month, your productivity has decreased considerably.
68. You meet your goals, but the quality of your work isn’t the best.
69. I’ve noticed that you struggle to find the time to discuss with your colleagues and take on new projects.
70. You lack the willingness to acquire new skills and become a better professional.
Tip: Discover the 10 steps for successful employee performance reviews.
Managers want their employees to be good at what they do and be willing to improve themselves, learn new skills, and acquire more experience. They need to see employees on a positive path from one employee review to another.
One way to engage employees in learning new skills is by providing training, mentorship, or access to professional classes. Another way is to encourage employees to continue their studies, attend business conferences and events, and collaborate with their peers from different organizations. In the section below you will find a set of performance review sample on skills for your peers:
Tip: If you're seeking areas of improvement for your coworkers, we have some ideas.
71. You are proactively looking to improve yourself and learn new skills.
72. Among our employees, you are in the top three in completing all the training available in our company.
73. You promote a learning culture and are an example for your colleagues.
74. I admire your determination to finish your studies and broaden your horizon in a new field.
75. You’ve become an expert in so many fields that promotion is required.
76. You seem to reject any supplementary training or course that isn’t precisely fitting your profile.
77. While you are good at what you are doing, you lack the willingness to acquire soft skills that will help you improve your teamwork.
78. Among our employees, you are in the bottom five in completing the training provided by the company.
79. Upskilling your profile will improve your career path. However, you don’t manage to find time to attend any courses.
80. You have a traditional approach to learning, which doesn’t let you explore new topics.
Similar to leaders, mentors also need feedback. They need to know that their work is appreciated and the weaknesses they should work on. The learning process never ends, regardless of your position in the organizational chart. Find more samples of comments to help with your employee evaluation report:
81. You are an excellent mentor who only receives good reviews from his trainees.
82. During the last year, the juniors you’ve mentored reached their goals and were promoted. Well done!
83. You are a warm, calm, and thoughtful mentor who always knows how to convey the strongest messages in the best form.
84. I admire your capacity to adapt to each individual’s personality to help them become more focused and engaged.
85. You have a way with people that always brings them in the right direction.
86. During the last year, only half of your trainees made improvements.
87. You have achieved an average rate in the reviews received from your students.
88. Juniors in your mentorship program complained you don’t have enough time to discuss their issues. Learn to better delegate and prioritize tasks.
89. Your approach to mentorship is rigid and doesn’t fit all employees’ profiles. You need to be more flexible to accommodate a broader range of personalities.
90. Your approach should be more inclusive and provide equal chances for everyone.
Managers may also have a thing to say about how their employees treat the customers. From one employee review to another, you should see improvements in how people behave and an increase in customer satisfaction levels. Point out what you appreciate and want to grow within the team. But remember to mention drawbacks and issues that need to be solved quickly.
91. You have increased our responsiveness to clients’ demands by 20%. As a result, we receive many positive reviews from our regular customers.
92. Clients have told us you are extremely polite and eager to help them.
93. Last year, your score based on customer reviews was 4.8 from 5 possible. Well done!
94. You have a friendly attitude that calms people down and helps them understand our products and services.
95. Your attention to detail is exceptional. When you explain a procedure, everyone understands.
96. You take too much time to deal with a customer, which leads to a long waiting queue.
97. You talk too much about useless details and fail to explain what the client needs to know.
98. You deliver standard messages but don’t take time to understand people’s complaints and give personalized answers.
99. Your knowledge of our new products is poor. Please make time to read the latest materials we’ve provided.
100. Although we discourage violent and negative clients, they shouldn’t upset you so much. Follow the procedure and move on to the next client.
The quality of work and efficiency of an employee are pivotal aspects that require careful evaluation in a performance review. High-quality work ensures the tasks are completed to the established standards, directly impacting the company's reputation and success. A focus on efficiency is equally critical, as it pertains to how well the employee accomplishes tasks in terms of time, resources, and cost-effectiveness. An employee who consistently delivers quality work efficiently is an asset to any organization, as they contribute to productivity, customer satisfaction, and the overall bottom line. Reviewing and providing feedback on this skill encourages employees to maintain and improve their performance, ultimately benefiting both the individual and the company.
101. You have outstanding attention, even to the seemingly insignificant details.
102. You often manage to maintain an excellent level of precision and efficiency with your tasks.
103. Since you joined our team, you have never delivered unfinished or flawed products.
104. I truly admire your ability to focus and achieve precision and accuracy with your work.
105. You constantly demonstrate commitment to your professional development.
106. I have noticed that you are struggling with accomplishing your monthly performance goals.
107. Your poor attention to detail affects both your and your colleagues' outcomes.
108. You have consistently delivered defective products despite handling a low volume of work.
109. During challenging situations, your efficiency decreases, affecting the quality of work and delaying the completion of projects.
110. You must comply with the company's mandatory quality standards.
Dependability is a cornerstone of a successful workforce. It involves consistently meeting commitments and expectations, which fosters trust and reliability within the team and with clients or customers. A dependable employee can be counted on to complete tasks, show up on time, and meet deadlines, all of which are essential for the smooth operation of any business. Assessing an employee's dependability in a performance review is crucial because it highlights their commitment to their role and ability to contribute positively to the organization. Employees who are recognized for their dependability are likely to be more engaged, motivated, and capable of delivering consistent, high-quality work.
111. You are good at listening to my suggestions and directions and following them through your day-to-day activities.
112. You demonstrate a genuine positive attitude towards your work.
113. I really admire how you constantly treat your peers and customers with respect and kindness.
114. Your dependability and readiness to work hard are an example for your team members to look up to.
115. You are always ready to help others to complete their tasks whenever they need it.
116. You frequently can not be relied upon to finish your tasks and projects in a timely manner.
117. Your arrogant attitude and lack of respect for the expertise of your team members affect their morale and trust.
118. Lately, you have been unwilling to help your colleagues with their tasks even though you are not overloaded with work.
119. I noticed that you have difficulties following my feedback and directions or asking for additional clarifications.
120. Your outcomes are not always reliable; they often need to be reviewed by someone else, and it is time-consuming.
Adaptability is a critical skill in the modern business landscape, where change is constant. An employee's ability to adapt to new circumstances, technologies, and challenges is essential for individual and organizational success. In a performance review, assessing adaptability highlights an employee's capacity to embrace change, learn new skills, and adjust to evolving roles. It also shows their resilience and determination to thrive in an ever-changing work environment. By reviewing adaptability, you encourage employees to develop this essential skill, which benefits the company by fostering a more agile and competitive workforce.
121. Your permanent desire to learn new things and develop professionally is extraordinary, and you are a model for all colleagues in your team.
122. You always remain composed and help your colleagues to keep their calm under tense and challenging situations.
123. You show excellent initiative in identifying new and more efficient working methods.
124. I appreciate your willingness and flexibility to adapt to changes.
125. You demonstrate a remarkable ability to pivot priorities fast and collaborate with colleagues from other departments whenever it is necessary.
126. You are reluctant to accept changes and fail to adapt fast to new demands.
127. You must learn how to accept constructive feedback well; shutting yourself down doesn't help you to improve.
128. You often demonstrate a lack of interest in taking over new responsibilities.
129. You must discard your determination to stick to traditional working methods when more efficient tools are available.
130. You tend to back down whenever the plans change.
Attitude and behavior are fundamental to workplace culture and team dynamics. Employees' attitudes can influence their workplace interactions, motivation, and overall job satisfaction. Positive attitudes can lead to a more harmonious and productive work environment, while negative attitudes can be detrimental. By evaluating an employee's attitude and behavior in a performance review, you can identify areas for improvement and reinforce positive aspects. Additionally, providing constructive feedback in this area can help employees align with the company's values and cultivate an environment of professionalism, cooperation, and respect, ultimately enhancing employee engagement and the overall workplace atmosphere.
131. You always show up to work with a cheerful and positive attitude.
132. No matter how challenging a situation is, you manage to keep a positive viewpoint and also encourage others.
133. Your friendly and always positive attitude significantly reduced conflicts within our team.
134. You never let professional or personal difficulties bring you down; you approach them as learning opportunities and move forward.
135. You always have a smile and a good word for your colleagues, brightening their day and building a trustworthy environment.
136. You must start working on and changing your negative and superior attitude towards your colleagues.
137. I strongly recommend you bring your poor attitude under control and improve your collaboration skills.
138. You demonstrate an inconsistent attitude towards your team and its objectives.
139. Your constant display of negative emotions affects the morale of your colleagues and teamwork.
140. You must own your mistakes when they happen and stop blaming other team members.
Creativity and innovation are paramount skills in the ever-evolving business world. In today's competitive environment, companies must continuously seek new solutions and fresh ideas to remain relevant and competitive. Employees with strong creative and innovative abilities contribute to developing new products, processes, and approaches that can lead to a company's growth and success. Evaluating and recognizing these skills in a performance review can inspire employees to continue thinking outside the box, leading to breakthroughs, increased productivity, and a culture of innovation within the organization. It's crucial to foster and assess these skills as they not only drive positive change but also help the company adapt to emerging challenges and stay ahead in the market.
141. You find innovative solutions to challenging situations and have a think-out-of-the-box mindset.
142. You always encourage your team members to share their ideas, creating a culture of mutual trust and respect.
143. Your willingness to always learn and develop inspires us all and makes you a great leader.
144. I truly admire how you always manage to add a creative touch to the day-to-day tedious tasks.
145. You don't rely exclusively on traditional methods, constantly developing new ideas to increase your efficiency.
146. When facing a new challenge, you rather turn to others than research and come up with your own solution.
147. You tend to reject your colleagues' new and innovative solutions.
148. You need to be less rule-bound and improve your innovative and creative thinking.
149. Your rigid approach to problems is not helping to solve them. Try to be more flexible and accept different points of view.
150. You must encourage your team members to think unconventionally and challenge the status quo.
Goal setting is the foundation of achieving both personal and organizational objectives. Employees who excel in setting and pursuing well-defined goals contribute to the company's success by providing a clear roadmap for their own development and that of the team. Goal-oriented individuals tend to be more focused, motivated, and productive, as they know what they are working towards. In a performance review, assessing an employee's goal-setting capabilities allows them to recognize their commitment to continuous improvement and to align individual efforts with the company's mission and strategy. It also encourages the establishment of challenging yet achievable targets that drive growth, efficiency, and the overall performance of the organization. Effective goal setting is not only a personal development tool but also a driver of success at both individual and company levels.
151. You always go above and beyond in setting powerful goals while pushing your limits to achieve them.
152. I appreciate your ability to set targets and accomplish each one of them.
153. You are using clear metrics, such as costs, timelines, quality, and quantity, for you and your team to produce successful outcomes.
154. Your method of splitting complex goals into smaller milestones helps your team reach high performance levels.
155. You have an excellent capacity to shift and prioritize goals based on what your team needs, considering the available resources and time frames.
156. I noticed you struggle with setting achievable goals for personal and professional development.
157. You must reward your team members who have successfully reached their objectives. By doing so, you boost their motivation to increase their efficiency.
158. You set unachievable goals and create little to zero actionable plans, increasing the levels of disappointment and demotivation within your team.
159. When your team members fail to achieve their goals, you would rather criticize them than try to find a solution to the problem.
160. You must learn how to prioritize goals and align them based on their importance to the company's mission.
Job knowledge is a foundational skill that underpins an employee's ability to excel in their role. A deep understanding of one's job responsibilities, industry, and the company's products or services is essential for delivering high-quality work and contributing effectively to the organization. In a performance review, assessing job knowledge is crucial as it not only ensures that employees are proficient in their roles but also helps identify areas where further training or development may be necessary. Recognizing and reviewing job knowledge fosters a culture of continuous learning and improvement, ensuring that employees stay updated with industry developments and remain a valuable asset to the company.
161. Your impressive expertise and deep job knowledge make you a valuable team member.
162. I appreciate your availability to share your knowledge with your coworkers, creating a truly collaborative environment.
163. You always take any available opportunity to pursue continuous education and ensure your expertise remains up-to-date and relevant.
164. Ever since you joined our team, you have consistently demonstrated a profound understanding of your role and responsibilities.
165. I admire your ability to transform every theoretical concept into practical actions and use them to overcome obstacles.
166. You must improve your ability to translate technical data into a more user-friendly language for everyone to understand.
167. You are often unwilling to share your knowledge with less-experienced colleagues, limiting their learning opportunities.
168. You constantly fail to apply new available techniques and methods in your field, which negatively impacts your team's results.
169. Your limited expertise leads to outdated approaches and unsatisfying outcomes for you and your team.
170. I recommend you refresh your knowledge and recertify with up-to-date qualifications on certain aspects of your job.
Reviewing overall performance is a comprehensive evaluation that provide a comprehensive understanding of a worker's contributions and impact on the organization. It assesses how well an employee meets their job responsibilities, meets or exceeds goals, and aligns with the company's values and mission. It is vital to review overall performance to identify strengths that can be further leveraged and areas for improvement. This process helps in employee development, career progression, and identifying top performers. By conducting a thorough review of overall performance, a company can recognize and reward excellence, provide constructive feedback for growth, and ensure that its employees are working cohesively towards the organization's goals. It also allows for the alignment of individual performance with the company's strategic objectives, ultimately driving success at all levels of the organization.
171. Your exceptional attention to detail helps you deliver only the highest-standard results.
172. You always maintain a positive attitude and professional conduct, even in the most challenging circumstances.
173. Your commitment to complete all your tasks on time is an example to all of us.
174. I am truly impressed with your capacity to remain focused and deliver the best results when working under pressure.
175. You are an outstanding example of integrity and professionalism, which both your colleagues and superiors admire.
176. You struggle to achieve your goals and meet the established deadlines.
177. You often deliver poor quality or unfinished work. Most of the time, another colleague must review or finish your tasks.
178. You show difficulties in adapting to most of your job's requirements and roles.
179. You must change your negative attitude while at work; it affects the entire team's morale.
180. You need additional training and coaching to develop or acquire new skills.
Flexibility is a critical skill in the fast-paced and ever-changing business environment of today. It refers to an employee's ability to adapt to different situations, roles, and challenges. Reviewing an employee's flexibility is essential because it not only ensures they can handle unforeseen circumstances but also signifies their willingness to embrace change and diversity in the workplace. Flexibility enables individuals to respond to shifting priorities, take on new tasks, and work effectively within diverse teams. This skill is particularly valuable when unexpected challenges arise or companies must pivot their strategies. In a performance review, assessing an employee's flexibility highlights their adaptability, resilience, and readiness to tackle new opportunities. It's a fundamental attribute that promotes efficiency and innovation within the organization, making it crucial for employee development and company success.
181. You have shown great ability to adapt fast and be flexible during challenging times.
182. You are always willing to change your working methods for the betterment of the whole team
183. You show initiative and adapt fast to new responsibilities or when others request.
184. You often step outside your comfort zone to identify new and more efficient methods that help your team meet its goals.
185. I want to thank you for your open-minded approach and handling of unforeseen situations.
186. In less-than-ideal situations, you seem to lose your ability to be a team player, and your colleagues cannot count on your effort.
187. While I appreciate your contribution to the team's goals, being more flexible in dealing with challenging situations is essential.
188. You need to cultivate a more open mindset towards change and innovation, which will help you and your team grow.
189. You must focus on improving your adaptability to unforeseen yet unavoidable changes in project directions.
190. Your rigidness and inability to adapt fast to new scenarios impact the entire team's productivity.
Effective planning and organizing are essential skills that directly impact an employee's productivity and the efficiency of the entire team. These skills encompass the ability to set clear objectives, prioritize tasks, and allocate resources efficiently. In a performance review, assessing an employee's planning and organizing skills is critical because it ensures they can manage their workload, meet deadlines, and support the organization's overall success. Employees who excel in these areas often enhance the company's efficiency and effectiveness, leading to better outcomes and cost savings. These skills also promote a structured and disciplined work approach, positively influencing colleagues and team dynamics. Reviewing an employee's planning and organizing skills not only acknowledges their contributions but also helps them identify areas for improvement and further development in managing tasks and projects efficiently.
191. I truly appreciate how you organize and plan your workload to prevent gaps or missed deadlines.
192. You are always ready to help others organize and better prioritize their tasks and projects.
193. You constantly improve your ability for long-term planning and strategic thinking.
194. I admire the highly efficient organizing system you are using to develop new strategies and achieve your goals.
195. You regularly block ample time to organize and plan your workload, which makes you one of our most valuable team members.
196. You tend to procrastinate on your tasks and often miss your deadlines.
197. Your lack of foresight and planning capabilities affect the outcomes of your work.
198. Your working area is frequently a mess where it is impossible to find anything on time.
199. You tend to get lost in the details and lose the big picture and how to act toward it.
200. You are often overwhelmed by multitasking, which impedes you to remain organized and focused.
What should you discuss during the performance review?
1. As a manager
First of all, you must remain objective. There is no room for biases or personal feelings in your performance review. You must emphasize your employees' achievements and areas of improvement during the reviewed period. And, while you recognize and reward their performance peaks, you should also provide resources to strengthen weaknesses.
Use concrete examples and tangible quantifiers when evaluating the performance of your employees. End your evaluation on an appreciative note and use this excellent opportunity to give constructive feedback and help your employees improve and grow.
2. As an employee
Open, two-way communication is crucial for effective reviews. Performance evaluation is a dialogue between two professionals and an excellent occasion to start crafting your goals and aligning them with your company's mission. When the manager evaluates your performance, you must talk about your accomplishments, what projects you are most proud of, what you could have done better, and areas you would like to grow in the future.
Be honest and professional; avoid blaming your boss or teammates for your failures. Own both your successes and downfalls, and use this tool to learn and fuel personal and professional development.
Why is it crucial to use the phrasing right in performance reviews?
To create a significant performance review, you should master the art of sharing accurate and impactful ideas. When used effectively, these phrases provide insights that benefit you, your employees, and the company.
Using the phrasing right converts performance reviews into a roadmap for your employees to follow in the future. They clearly see what is expected of them, where they excelled, and what needs extra work.
When employees know how their work (or lack of it) impacts the company's goals, they improve their overall performance. Impactful phrasing boosts trust and builds strong, collaborative teams.
How do you write an impactful performance review phrase?
The primary goal of your performance review is to provide a framework for measuring, recognizing, and rewarding excellent employee behavior and improving it whenever necessary.
A thorough performance review needs comprehensible and valuable phrases with concrete examples and details, providing your employees with actionable feedback.
Consider the following tips when creating impactful performance review phrases.
What Are Some Examples of Performance Appraisals for HRM?
The modern methods of performance appraisals in human resources management (HRM) involve using objective, data-driven technology.
Here are a few examples:
You can find also several performance review templates you can use in your business.
Conclusion
Performance appraisal phrases follow the development of your employees and act as guidelines between reviews. They create a trustful work environment, improve communication between managers and employees, and motivate people to become better employees. At the same time, appraisal phrases acknowledge employees’ qualities and show them that you notice when they work hard, take the initiative, help their colleagues, or are punctual. Reviews shouldn’t be scary. They should be beneficial.
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