Sample phrases for performance appraisals

1. Sample phrases for performance appraisals
Frustration or Feedback
There is a significant difference between dumping your anger or frustration on
someone who is not meeting your standards, and communicating in a way that will
create a real and permanent shift in behaviour - as well as the required results. Your
ability to give meaningful and effective feedback is probably the most useful skill you
can develop as a business leader.
However, like all effective communication it takes a little effort and practice. You
need to consider if it is worth practicing a skill that will create continuous
improvement in your teams and ultimately the success of your business.
While it might feel like a good release of pent up feelings; barking at someone,
becoming sarcastic or resorting to insults about their abilities, will only create a
negative cycle. People, who feel unjustly criticised, will always become defensive and
create their own self justification for why their performance is what it is. It can easily
create unhelpful arguments or the silent resentment and systematic collection of
evidence against you to use in a grievance or a claim of unfair or even unlawful
treatment. This will put you on the back foot because it requires a lot of time, effort
and money to defend yourself. Remember when it comes to employment law you are
guilty until proven innocent.
Use objectivity
Effective feedback is about raising awareness. It is about the impact of someone's
behaviour, not about them personally. Giving effective feedback is a skill that needs
to be developed by practicing regularly. Like all good things in life it's about keeping
it very simple.
You should always address 3 topics: you can think of them as the First-AID for
improved performance.
A - Action: The observable things the person is doing poorly.
I - Impact: The effects these actions are having.
D - Desired Outcome: The ways in which the person could do things more effectively.
Some phrases you may want to practice:
• "What I have observed is..." (their Action, or lack of Action. This can also be
applied to unwanted behaviour)
• "Do you understand how that looks to me? The impression I get if I observe that is...
(this is an opportunity to share how you feel about it - but remember to avoid
becoming personal!)
• "The Impact of that on the (business / team / work / Client) is... (explain the
consequences of their actions / behaviour because they are probably unaware)

2. • "What I need to see is...." (the desired outcomes or behaviours you want to see )
• "If there is no change, there will be consequences like... (be specific: me always on
your case / going down the more formal route i.e. disciplinary hearings.)
• "How can I best support you to succeed?"
• "What will you do differently now?
• "When will we review this?"
Catch people doing something right
It is also very powerful to give AID Feedback when you see someone doing
something right. Being very specific about the actions / behaviours you observed, the
positive impact it is having and what you like about it will encourage more of the
same.
http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for
performance appraisal.