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Examples of performance appraisal phrases 
In this file, you can ref free useful materials about examples of performance a...
Key Strength # 2: Teamwork and collaboration – highlight how you build lasting relationships 
with other teams and work co...
3. During preparation and goal setting, you need to make how you will evaluate the 
employee’s performance clear. 
Describ...
performance review period serves you well as you prepare for an employee's performance 
review. 
8. When you meet with the...
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Examples of performance appraisal phrases

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In this file, you can ref free useful materials about examples of performance appraisal phrases and other materials for employee performance review.

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Examples of performance appraisal phrases

  1. 1. Examples of performance appraisal phrases In this file, you can ref free useful materials about examples of performance appraisal phrases and other materials for employee performance review. If you need free ebook:  1125 performance review phrases  top 28 performance appraisal forms pls visit: performancereview123.com Performance review guides Performance appraisals, performance reviews, performance feedback – they all refer to the same process that is very much part and parcel of working in large organizations. That doesn’t mean that smaller companies do not conduct performance appraisals, but they tend to do it less formally. Performance feedback is clearly a necessary evil, as it allows a company to reward and recognize its best employees to motivate them further. For employees who aren’t performing at optimum levels, it provides a structured way of working with the employees to raise their performance. From an employee’ perspective, it is thus critical to ensure that your performance appraisals capture the best of your work during the period under review. The performance appraisal form becomes a permanent record that will have an impact on your career not only in the same organization, but may also be used as reference if requested by a future employer. Obviously the most important thing to include in your performance feedback is achievement of your business goals or metrics. List down the key metrics and provide supporting evidence on how you achieved those goals. Include also challenges or obstacles that you managed to overcome. Regardless of the industry, company or role you’re in, incorporate the following 5 key strengths in your performance appraisals. There is great emphasis on these values as they form the foundation for a company’s corporate culture, and are critical for its survival and long-term growth. Key Strength # 1: Focus on customer satisfaction – describe how you contribute to increasing customer satisfaction and loyalty for the company’s long-term growth. Performance review phrases comments/ free download examples Page 1
  2. 2. Key Strength # 2: Teamwork and collaboration – highlight how you build lasting relationships with other teams and work collaboratively to achieve common goals. Key Strength # 3: Open communications – emphasize your willingness to listen to new ideas, or to adopt alternative approaches Key Strength # 4: Interpersonal skills – stress your ability to work with all levels within the organization Key Strength # 5: Adaptability to change – illustrate how you’re able to adapt in the face of constant changes in the organization or industry High ratings in these areas will enhance your technical or functional expertise, and will make you a more valuable player within the organization. II. Performance review tips 1. The employee should never hear about positive performance or performance in need of improvement for the first time at your formal performance discussion meeting, unless it is new information or insight. Effective managers discuss both positive performance and areas for improvement regularly, even daily or weekly. Aim to make the contents of the performance review discussion a re-emphasis of critical points. 2. No matter the components of your performance review process, the first step is goal setting. It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee’s job. You need to document this job plan: goals and expectations in a job plan or job expectations format, or in your employer's format. Without a written agreement and a shared picture of the employee’s goals, success for the employee is unlikely. Performance review phrases comments/ free download examples Page 2
  3. 3. 3. During preparation and goal setting, you need to make how you will evaluate the employee’s performance clear. Describe exactly what you’re looking for from the employee and exactly how you will evaluate the performance. Discuss with the employee her role in the evaluation process. If your organization’s performance review process includes an employee self-evaluation, share the form and talk about what self-evaluation entails. 4. Avoid the horns and halo effect in which everything discussed in the meeting involves positive and negative recent events. Recent events color your judgment of the employee’s performance. Instead, you are responsible to document positive occurrences such as completed projects, and negative occurrences such as a missed deadline, during the entire period of time that the performance review covers. (In some organizations, these are called critical incident reports.) Ask the employee to do the same so that together you develop a comprehensive look at the employee’s performance during the time period that your discussion covers. 5. Solicit feedback from colleagues who have worked closely with the employee. Sometimes called 360 degree feedback because you are obtaining feedback for the employee from his boss, coworkers, and any reporting staff, you use the feedback to broaden the performance information that you provide for the employee. Start with informal discussions to obtain feedback information. Consider developing a format so that the feedback is easy to digest and share by the manager. 6. If your company uses a form that you fill out in advance of the meeting, give the performance review to the employee in advance of the meeting. This allows the employee to digest the contents prior to her discussion of the details with you. This simple gesture can remove a lot of the emotion and drama from the performance review meeting. 7. Prepare for the discussion with the employee. Never go into a performance review without preparation. If you wing it, performance reviews fail. You will miss key opportunities for feedback and improvement and the employee will not feel encouraged about his successes. The documentation that you maintained during the Performance review phrases comments/ free download examples Page 3
  4. 4. performance review period serves you well as you prepare for an employee's performance review. 8. When you meet with the employee, spend time on the positive aspects of his or her performance. In most cases, the discussion of the positive components of the employee’s performance should take up more time than that of the negative components. For your above average performing employees and your performing employees, positive feedback and discussion about how the employee can continue to grow her performance should comprise the majority of the discussion. The employee will find this rewarding and motivating. 9. The spirit in which you approach this conversation will make a difference in whether it is effective. If your intention is genuinely to help the employee improve, and you have a positive relationship with the employee, the conversation is easier and more effective. The employee has to trust that you want to help him improve his performance. He needs to hear you say that you have confidence in his ability to improve. This helps him believe that he has the ability and the support necessary to improve. Performance review phrases comments/ free download examples Page 4

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