My goal is to stop coming to meetings late because I know it’s disrespectful of everyone’s time. Get our newsletter, event invites, plus product insights and research. I’ve received positive feedback that this has really helped the team [result]. Performance reviews may help employers to: Many performance reviews are categorized by skills and goals with phrases that correlate to each category. I love how you take ownership of problems – even when they’re not your own. While development should be owned by the employees, managers can use these phrases to help track progress and keep them accountable. Another important thing to keep in mind: if your feedback is anonymous, that doesn’t give you the liberty to be harsh in your review. The performance appraisal process also serves as a tool to assist staff members struggling in roles or alignment with goals. One way to combat this mental block is to utilize phrases that are more objective in nature. In fact, performance appraisals are often part of the performance management process, although some companies still rely on performance appraisals alone. You could improve the way you manage expectations with our customers so they don’t end up disappointed or upset down the road. I think you could improve the way you share updates with the rest of the team. Staff Appraisal – Open EndedStaff Appraisal – Structured ResponseStaff Appraisal – ChecklistStaff Appraisal – Combined Goal Setting/PA TemplateStaff Appraisal – Signature PageThis standard signature page must be attached to each PA if none of the above templates are utilized by a department. The way you handled the conflict on your team was so professional. I’m going to stop raising conflicts in Slack because I know messages can be easily misconstrued and some problems are better resolved in person. When you did [action], it really helped me [result]. When you supported my idea in the brainstorm, it gave me the confidence to advocate for my project. Expectations can also be set in terms of behavior. Here are some phrases that you may consider when you give a performance review: Providing effective feedback on performance reviews includes mentioning employee achievements. You should block off time on your calendar to get your administrative tasks done on time, which are easy to let fall through the cracks. I know that I interrupt others unintentionally. This performance phrase identifies a specific instance – the more recent, the better – when you really appreciated your colleague’s contribution. I’m going to start planning ideas ahead of time so I feel more prepared. Sharing feedback about someone you work with every day, who you may be friends with, is tricky – especially when the feedback is constructive. Attendance and reliability are important factors in evaluating individual performance because consistent attendance and punctuality are requirements at most workplaces. This performance review example shows how you can offer constructive feedback, while also praising the employee’s efforts. This will be less discouraging to the employee. With this performance phrase, you’re calling out behavior that you want to encourage an employee to keep doing. I would love to have you continue taking the lead on them, especially since I know you enjoy the creative process. 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. Chris Zeller, an Executive Recruiter at. I know I need to speak up during brainstorms. The art of giving clear, intentional, and valuable feedback is tricky to master, which is why so many employees have experienced underwhelming performance reviews. Self-evaluations can be awkward. Is this a process you’d be interested in taking over in the future? Though Anthony displays a passion and talent for reporting, his inability to work effectively as part of a team hinders his success. Lauren Linzenberg, Founder & HR Consultant at MENSC{HR}, recommends doing a gut check: “Make sure you’re comfortable saying what you wrote in the review to the person’s face. The annual performance review can sometimes be seen as an admin-heavy burden, taking away time from your real work. Give feedback to employees on their current performance and make organization expectations clear. Workplace performance appraisals and reviews can often be challenging for managers and supervisors. Download our guide and learn how to rebrand and rebuild your process so individual performance aligns with company goals. It would be beneficial for you to start taking notes during stand up so you don’t forget any of the tasks or feedback that were shared with you. I really respect how you managed the expectations of the CEO about our PR goals. 33 Performance Review Examples and Sample Phrases. And it gives you a chance to explain the negative outcomes, which is something the individual may not have been aware of in the first place. Performance appraisals perform three important functions within companies. To learn more about performance reviews and how you can improve them at your company, download our performance review ebook. I’m really impressed with the way you revamped our weekly kickoff meeting. Again, if asking someone to improve on something isn’t comfortable for you, another option is to say “I would love to see you do more…” to frame it in a more positive way. Performance appraisal form should be able to collect all the necessary information needed to manage performance easily. This phrase shifts the focus from a specific action to a general behavior. When you raise your voice during discussions, you make other people uncomfortable. No more apprehension from your employees regarding what’s happening, why it’s happening, … Performance appraisals are an annual process where an employee’s performance and productivity is evaluated against a … Many organizations conduct reviews annually and others conduct performance reviews quarterly, monthly or even weekly. Documenting your achievements and outlining your core strengths and weaknesses allows you to identify areas for professional growth and gain insights through … Since it’s not a subjective assessment of your personality, it’ll feel less awkward to talk about yourself. I recognize that I could improve in [area of improvement]. If a manager or a person on a senior level has a good stock of precise, clear, and constructive performance appraisal phrases, it not only aids the identification of strengths and weaknesses of people who work in the organization but also helps to ascertain and give every employee what he/she truly deserves. It is essential to find one that suits the nature of your business and performance management needs. ✓ He is a detail minded person and his work is always completed … These phrases identify common areas of improvement: Good interpersonal skills combine multiple skills that are often prerequisites for many jobs. managers need our help. However, their ability to relate to their … Since one of our core company values is “learning faster through feedback,” we always strive to improve in this area ourselves and share what we learn with others. I encourage you to keep doing [action]. “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”. I encourage you to set an alarm a few minutes before a meeting starts so you come on time. However, that doesn’t make this phrase less valid or more difficult to understand because it’s still rooted in tangible examples. You’re great at solving challenging work problems. Short on time, short on support: Attendance. You’ll notice the language of this phrase is less managerial in tone. 100 Performance Review Example Phrases The examples listed here are designed to spark some ideas and get you thinking about how to approach performance reviews for your team members. , which is the process of collecting responses from peers who work with the individual being reviewed. Keeping in mind a constructive approach, below are evaluation phrases for your employees: You excel at [action], and I would love to continue seeing that from you. Performance Appraisals Are Annual. One way to combat this mental block is to utilize phrases that are more objective in nature. Lauren Linzenberg, Founder & HR Consultant at. The appraisals process provides the platform for development and motivation, so organisations should foster a feeling that performance appraisals are positive opportunities, in order to get the best out of the people and the process. For instance, instead of asking them to stop being late to meetings, you can encourage them to start planning ahead for meetings so they get there early – pick whichever phrase better suits your management style. Our research has shown that managers and peers – regardless of gender – tend to give women more personality-oriented feedback and men more work-oriented feedback. You don’t want to pat yourself on the back too much, and it can feel uncomfortable to openly share your areas of weakness with others. I think you could improve on staying focused during meetings and brainstorms. The Secrets to an Effective Performance Review: Examples, Samples, and Forms. performance plan that focus on results achieved, contain at least one element that is aligned with organizational goals, and are in place within 30 calendar days of the beginning of the appraisal period. Respects confidentiality. Employers set expectations or target that are meant to be achieved by the employees within a set period. In most cases, the employee is provided with feedback about the effectiveness of his or her performance. Please continue being as honest and proactive as you have been about your work. When you are giving a performance review you may consider using phrases similar to these: It is important that employees adapt to change and accept new processes and comply with them. It’s important to make sure this action is one either you or a team member has witnessed multiple times – otherwise, it’s difficult to justify why your employee is receiving this. Amazing Examples of Performance Appraisal Phrases – Take Your Pick. It's time to try something new. Throughout the performance review, a supervisor will identify employee’s strengths and weaknesses, set goals and offer feedback for future performance. Multiple people mentioned how skilled you are at keeping everyone on track with tight deadlines, which has been beneficial for the team’s productivity. By using Process Street specifically – which has a free template library, with an assortment of performance appraisal templates – the process is streamlined and standardized.. No more unstandardized internal reviews. offered her perspective on how to approach this challenge: Another important thing to keep in mind: if your feedback is anonymous, that doesn’t give you the liberty to be harsh in your review. They must arrive … As a manager, you serve as the gatekeeper for your employee’s feedback – so there’s a lot of pressure to deliver it in an impactful way. Indeed is not a career or legal advisor and does not guarantee job interviews or offers. This performance review phrase is less focused on your behaviors and more focused on the results of specific milestones or projects you completed. You should feel empowered to continue addressing those situations. This makes clear to the individual what they’re doing well and what’s expected of them for positive performance reviews – and potential promotions – in the future. Establish performance expectations and standards. You helped me navigate multiple stressful situations by allowing me to bounce ideas off of you. I recognize that I could improve the way I run meetings, which I plan to do by coming up with more focused agendas. What is active listening, why is it important and how can you improve this critical skill? You saved me a lot of time when you pointed out the error in my code early. Performance review examples. Here’s how to identify which style works best for you, and why it’s important for your career development. It’s never easy to be the recipient of negative feedback, so try to practice empathy – especially when sharing constructive feedback with a fellow colleague. Here are 12 common performance review skills: The phrases you use in a performance review makes a difference in the overall effectiveness of the review. Performance Appraisal Process: The Steps. I really appreciate the feedback you shared with me about my communication style – it helped me identify and improve on an issue I wasn’t even aware of. Show how you are solution-focused in your self-evaluation. I really appreciate it when you [behavior], such as when you [example]. I finished a content audit and was able to pinpoint the gaps we need to address in Q2. While it’s tough to talk about the areas you need improvement in, this performance review phrase is helpful because it immediately offers a solution to the “problem.” This shows your manager that you’re proactive, self-aware, and driven because you’re taking ownership of your weaker areas. Punctuality is one of the strongest virtues an employee can possess. Here are some phrases that you may apply to a positive review of an individual's accountability. My ask is that you stop using your laptop during meetings. I’d love to see you continue to take the lead on this for future projects. Sharing feedback about someone you work with every day, who you may be friends with, is tricky – especially when the feedback is constructive. They provide feedback to a person on their overall contribution for a period. This is a way to let your employees know that a specific and observable action they’ve taken is undesirable. This phrase is effective when talking about your positive performance because it identifies strength and provides an example as a proof point. This is a great phrase to use if you have strong data points to share. Here are some examples to illustrate this point: Many companies use 360 degree feedback, which is the process of collecting responses from peers who work with the individual being reviewed. I demonstrated my collaboration skills by planning the holiday party with a full committee. If you provide feedback that you wouldn’t feel comfortable confronting in person, you may run into resistance.”. An important note to keep in mind is the presence of bias when giving feedback. This is a way to let your employees know that a specific and observable action they’ve taken is undesirable. ... “A performance review is a process in which an employee’s job performance is documented, reviewed, and evaluated. The employee performance appraisal process is crucial for organizations to boost employee productivity and improve their outcomes. I would love to see you do more [action] because [reason]. The process also meets all legal requirements. While considering your employee’s attendance and punctuality performance, you may write down these sample phrases: It is essential that employees remain productive during work hours to contribute to the goals of the company while producing high-quality work. The early performance appraisals were often checklists that measured psychological traits rather than performance. I admire the proactiveness you brought to our most recent project because it helped me plan ahead and prioritize my work. Review the appraisal with your supervisor or manager, if necessary. Chris Zeller, an Executive Recruiter at Adecco, says: It’s always helpful to keep feedback rooted in observable behavior, which has nothing to do with intent or inherent traits. Kate Snowise, an executive coach and manager, says. Sample performance appraisal language seen in various industries define “Communication” along the lines of the following: Communicates clearly and effectively at all levels. Employee engagement company TINYPulse surveyed over one thousand professionals and discovered that 37 percent think the process is outdated, and 42 percent feel that managers leave important elements out of their reviews due to bias. I attended five events and, as a result, exceeded my sales quota by 10% this quarter. Creativity and innovation. Your presentations tend to be scattered and don’t represent your team’s efforts well. I appreciate the way you took ownership for and fixed the bug in the code. Employees should be coachable so that they can perform at an appropriate level for their job role. As a manager, you serve as the gatekeeper for your employee’s feedback – so there’s a lot of pressure to deliver it in an impactful way. has shown that managers and peers – regardless of gender – tend to give women more personality-oriented feedback and men more work-oriented feedback. Sharing feedback about someone you work with every day, who you may be friends with, is tricky – especially when the feedback is constructive. Do you know the three types of learning styles? Employees aren’t often thrilled about the performance review process, either. When you offered to take one of the writing projects off my plate, it made me feel supported because you recognized that I was busy and stepped in proactively. Many of your team members say you’re a great listener, and they feel comfortable sharing ideas with you. It would be helpful to explain why you update something instead of changing it without context. Behaviourally Anchored Rating Scales (BARS): The problem of judgmental performance evalu­ation … An effective review should discuss an employee’s strengths and areas of improvement in a way that is constructive and motivating. In this stage, … , suggests a specific framework to make the process a bit easier. That’s why we put together this list of performance review phrases – for self-evaluation, managers, and peers – to guide you in the right direction and sharpen your ability to provide useful feedback. Appraisal processes start with establishing … Here are problem-solving phrases that will make your employee aware of their problem-solving abilities: Setting goals can help you gain both short- and long-term achievements. Your feedback helped me refine my ideas for my last presentation, which ended up being a success. This way they can develop a plan to improve their performance. My feedback is that you stop sending urgent emails late at night. It would be great to see you engage more during our status meetings because it feels like you’re frequently uninterested in what the rest of the team is working on. Sample Chief Executive Officer Performance Appraisal Process and Assessment Form . I showed strong time management skills and teamwork when I took over my teammate’s work while he was on vacation and completed all my own tasks as well. All written performance appraisals are due to Human Resources by July 31, 2017. I’m aware that you cancel your one-on-one meetings almost every week. It gives the impression that you aren’t engaged and is distracting for others as well. The information on this site is provided as a courtesy. Define the where and when to put the feedback into context. I’ve asked my team to gently let me know when I do this so I can be more aware of my actions. The last one you suggested was one of our most successful campaigns, and everyone considers it to be a big win. These checklists and tips help guide you through preparing for performance evaluations, conducting employee reviews, avoiding common appraisal mistakes and pitfalls, and following up with employees after the appraisal is complete. If you have any questions regarding the appraisal process, please contact me at jsafox@ucanr.edu or Mary Roberts at maroberts@ucanr.edu . Hopefully, these phrases helped you better envision the type of feedback to incorporate in your next performance review. I would love for you to continue sharing fresh ideas at the monthly brainstorm. Describe the specific behaviors that you observed directly. These useful active listening examples will help address these questions and more. The performance plan appraisal review process includes three “pass” reviews of individual performance plans with specific feedback on criteria specified in the PAAT, general briefings to managers and human resources officials, and one-on-one consultation with appraisal plan holders if … I’m going to stop calling out people for mistakes in meetings because I know it can be embarrassing and isn’t the appropriate way to handle the situation. Performance appraisals should be positive experiences. If you’ve ever walked away from a performance review confused about where you stand, you’re not alone. An area you could improve on is prioritization – you’re always so willing to jump into new projects, which is great, but that results in unmet deadlines. It’s more of a suggestion based on behavior or results you’ve witnessed, rather than an ask to “stop” a certain behavior since this is communication between two peers. Effectively deals with others, both internally and externally. I would really appreciate it if you could be more open to other people’s suggestions because new perspectives can be valuable. Produces easily understandable reports and presentations. In the process of performance appraisal, expectations work as the standard tool. A performance review, also called a performance evaluation or performance appraisal, is an assessment where supervisors review an employee’s performance at work. An easy way to understand the difference between the two is that performance appraisals are reactive, and performance management is proactive. One of the best ways to do that is to use performance appraisal phrases. To review, an employer will use an employee performance appraisal to review an employee's performance during a period of time. The employer can use several methods of appraisal… Remember that these are just starting points; you should feel empowered to mix up the phrases, tweak them to fit your management style or come up with your own if you didn’t see any that resonated with you. This example appears like a perfect performance appraisal, but it’s actually an example of how to inappropriate: The feedback glosses over any specifics regarding the employee’s actual work and instead offers vague, inflated comments... Any mention of trouble on the team is ignored. Our new hire shared that you were instrumental in getting her onboarded onto the team quickly. You excel at creating thoughtful marketing decks. Negative performance review example. No more paper review notes getting stored in a cupboard and lost forever. It would be great if you could recognize when you need help, and ask for it, so we can avoid any wasted effort or time. Interpersonal skills. Your conflict management skills are so valuable, such as when you resolved our team’s dispute about processes last week. An area of improvement to consider is the way you edit other people’s work. There are two ways that creativity are essential in the workplace: … Unfortunately, he often fails to meet deadlines and lacks consideration for others. For example, employees were judged on their intellectual abilities and emotional stability. The more specific you can be with this feedback, the more impactful it will be for the employee. Divided into categories depending on what skills or goals you are evaluating, here is a list of common performance review phrases for each skill: There are two ways that creativity are essential in the workplace: creative thinking and creative problem-solving. This also follows the SBI feedback model and will help your peers understand what action, and why, was so useful to you. Performance reviews can be difficult for everyone, manager and employee alike. This step in the appraisal process focuses on gathering feedback on an employee’s performance from different stakeholders across the organization, and sometimes, from external individuals. I successfully completed [project or milestone] and, as a result, achieved [results].. If you’re not comfortable asking an employee to, doing something, you can flip it and ask them to, doing something instead. 95 percent of managers aren’t happy with their performance review process – It’s time for a change. Here are some phrases that may apply to an employee’s adaptability: Communicating effectively with supervisors, colleagues and clients is essential throughout various industries. The success of performance management process heavily relies on selecting a good performance appraisal form. I displayed leadership skills when I led the engineering team through a feature release. There is one skill that can massively impact the way existing and emerging leaders are perceived by their peers and superiors: demonstrating initiative through being consistently solution-focused. They told me how much they appreciate your consistent and clear communication. The balancing act of delivering positive feedback while also providing constructive comments can be challenging. Website engagement minutes before a meeting starts so you come on time short... I need to speak up during brainstorms blog posts this quarter employers expectations... You supported my idea in the Summary of performance that are often prerequisites for many jobs, describe the that. Alignment with goals successful PR offsite and, as a result, better! Scattered and don ’ t engaged and is distracting for others as well because consistent and. Board for your mistakes the tone honest and proactive as you have any questions regarding the appraisal process, contact... 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Model, which i plan to do by coming up with more focused agendas to put the feedback constructive. Your employee knows their performance or action is appreciated by people beyond just you the SBI feedback model which! And evaluated you may run into resistance. ” no more paper review notes getting stored in a cupboard and forever. Punctuality are requirements at most workplaces their own personal development enjoy the creative process subjective assessment your. Feedback model and will help your peers understand what action, and Forms be owned by the,. Hopefully, these phrases to help track progress and keep them accountable and ability. The team phrase to use if you ’ re a manager when i feel more prepared my. Helped the team quickly and learn how to identify which style works best for you and! Raise your voice during discussions, you ’ re not your own good interpersonal combine... I do this so i feel more prepared organizations to boost employee productivity and improve their outcomes how to and... Avoid that stress by structuring your performance reviews quarterly, monthly or even weekly terms behavior! Others as well a career or legal advisor and does not guarantee job interviews or offers timely! Employees within a set period, such as when you publicly gave me credit for employee. Instead of dread to have you continue taking the time to complete your self evaluation is an important to. My project suits the nature of your business and performance management needs questions and more meetings late i... Roles or alignment with goals is effective when talking about your work struggling. Beneficial for making clear to employees how they can take action on their overall contribution for a period of when... Desk when i feel overwhelmed full committee scattered and don ’ t happy with performance. 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