✗ He holds too many meetings. ✓ He can be relied on by his team members and expects the same from them. ✗ He fails to spend sufficient time to check his work before submission. ✓ He is like good software that offers seamless backward compatibility. ✓ He is always honest and reliable when working with others. ✗ He doesn’t appear to want to learn any new techniques or skills. • Improved production on (x) goal set out at beginning of review period • Exceeded production expectations on (x) goal set out at beginning of review period • Tends to take initiative to gather the information and tools needed to get a project completed on time and above expectations • Sets measurable goals and continually strives to attain them • Struggles to match the results of his/her teammates when it comes to (x) This causes problems when an untested or unexamined idea is moved forward too quickly. "Your work doesn’t comply with the required output standards." He is always ready to consider proposals from colleagues. This will cause problems if an unchecked or untested idea is implemented as soon as it is thought of. He needs to be more cautious about sticking strictly to the rules as defined. ✗ He tends to complain about a lack of resources and personnel instead of making do with what he has. ✗ He is dishonest when reporting statistics to deceive and confuse others. This unwillingness to offer assistance promotes a selfish work environment. ✓ His attendance and punctuality is within company guidelines. ✗ He should learn the technical concepts required for his position. ✓ His most special quality is his positive attitude. ✓ He is responsible and makes sure that all members take part in the requisite training sessions. He believes he is proficient, yet he is lacking in many areas. You need to keep up with your schedule so your coworkers can keep up with theirs too.”. ✓ He completes his duties without concern who will take the credit. ✓ He consistently spearheads effective customer relations. ✓ Bill is such as cheerful person that everyone feels good with him around. ✗ He does not attempt to take creative risks. ✓ He is supportive of new ideas, goals and working methods no matter where they come from. ✗ He displays sarcasm when dealing with client challenges. He has had complaints filed against him for inappropriate responses to customer feedback. ✗ He repeatedly asks the same questions about his job duties. ✗ He has show several recent lapses in integrity. Performance Appraisal Phrases: 200 Helpful Phrases For Employee Performance Reviews Performance reviews can be difficult for everyone, manager and employee alike. ✗ He asks questions that show he is not actively listening to the conversation at hand. ✓ He works as an advisor, friend, and boss for his team. ✗ He is unable to concentrate on his work. ✓ He builds solidarity between his team members to enhance team spirit. He relates to others very well. ✗ He doesn’t focus on details of his tasks. ✓ He encourages his colleagues at work. He shows initiative on his own. Conducting a performance review with an employee requires skill and training on the part of the appraiser. ✓ He is always an attentive and active listener. ✓ He is very active in asking for the opinion of his team members before making a decision. ✓ He is good at communicating difficult messages with employees, management, and customers. ✗ He decides on the solution before properly analyzing it. While interpersonal skills come naturally to some people, for some it can be cultivated with experience and knowledge. ✗ He consistently provides a new angle or way of thinking about things. ✓ He has had a difficult situation with the team he manages, yet he has turned them around in excellent fashion. “She delays her responses to clients without giving them any reason for her delay.” ✓ He shows appropriate patience with complaining customers and employees. ✗ He often does not consider the situations that may occur while during performing his duties. ✓ He is highly reliable. ✓ He always learns about the nature of projects and duties carefully. However, he does not perform well as a manager. ✗ He only concerns himself with the achievement of each individual without considering what team will gain if they work together. ✗ He seems to find it hard when learning new technology. ✗ Struggles when faced with activities which require a high amount of flexibility. He assigns suitable duties to each of them. We always put our trust in him because he is expert in working with our previous generation systems. ✓ He has a soothing personality which reflects a very calm personality. ✓ He has built the multiple working relationships needed to get the job done. ✓ He is a skilled negotiator who follows corporate rules and studied techniques. They brainstorm ideas in order to arrive at a decision and generate these ideas together. ✓ He doesn’t wait for instructions. ✓ She communicates effectively, both verbally and in writing. ✓ When we face difficulty, we are sure that we can rely on her for a helpful and creative solution. ✓ He can effectively communicate the requirements of the job and the expected outcome to his employees. ✗ He talks negatively about other team members. He does not help others. ✓ He is considered as the best person in the group because of his innovative ideas, critical goals and effective working methods. ✗ He fails to reprimand his employees even when they make serious mistakes in business negotiations. This article is to give you some spark to write out some comments that you can use if you are stuck with exactly the right way to say it. c. “You schedule your time off in advance and can be relied upon for completing your tasks on time.” ✗ He often has troubles with his coworkers when they work together. ✗ He follows established procedures so strictly that he is resistant to change. "When given any kind of feedback, you don’t take it in a positive manner." ✗ He does not maintain the training equipment fully between classes. ✓ He responds promptly to requests for information or assistance. He understands how to relate to people. ✓ He knows the technical essence of his assignments thoroughly. ✗ He needs to share department and corporate goals in a more timely and complete manner. ✓ He has a strong sense of integrity that underlies all his dealings with vendors. ✓ He deals with difficult demands from clients and customers in a way that leaves everyone satisfied. ✓ He can freely converse with anybody around him. He does everything necessary to retain customers. ✗ He makes others feel intimidated when working on company projects. ✓ He has an extensive peer network to access the required skills when necessary. ✗ Management has noticed that he takes longer breaks than he is allotted. c. “She lacks a sense of urgency.” ✓ He has the valuable skill of being able to communicate difficult concepts in easy to understand language. Writing out a dozen performance reviews can be hard enough, yet alone coming up with the best way to say things without it being taken the wrong way! He should keep his conversations work related. ✓ He divides his time logically to achieve his goals. To bookmark a post, just click . If a task must be completed it is better assigned to someone else. ✓ He decides the most appropriate solution to an issue by considering the pros and cons of it very cautiously. “Clients usually seek your guidance and expertise.” ✓ He has a positive attitude and he is willing to share his thoughts about relevant matters. c. "Your positive attitude to your work encourages others to perform well too." ✓ He is strong and confident but at the same time open-minded. ✓ He always analyzes an issue carefully and then looks for different ways to resolve that issue. ✗ He does not share key information with colleagues because he fears he will be marginalized. Note that, innovation review phrases can be positive or negative and your performance review can be effective or bad/poor activities for your staffs. ✗ His team feels discouraged as he often “shoots down” creative ideas without any explanation. His skill in inspiring new ideas is an asset to our team. ✓ He clearly communicates objectives, and what is expected from them to his team members. ✗ He has not understood completely why customer service training is important. ✓ He has a strong grasp and understanding of his job responsibilities. ✓ He implements all contract arrangements and fulfills all obligations to his clients. His natural ability to work with people is a great asset to our team. ✗ He is poor at communicating a problem’s status before it becomes a crisis. ✗ He seizes any opportunity to avoid work and procrastinate. ✓ He is able to analyze any problem and find the best solution to any problem. ✗ He is frequently late to work in winter because he fails to account for weather and traffic in his daily commute. ✗ He seems to be too focused on his appearance and following the dress code instead of working skills. ✓ He creates an invigorating atmosphere for his team: one in which new ideas are rewarded and encouraged. ✗ He is very good when performing individual tasks but is weaker when required to work in a team or with coworkers. ✓ He is always exact when he performs his duties. A wholesome appraisal process will be one that consists of both positive and negative appraisal comments. ✓ He understands how to listen to customers. ✓ He cannot afford to disappoint his client. ✓ He is always ready for business trips when necessary for his job and for improving relationships with clients. ✓ He contributes to a positive work environment through his interactions with others. c. "She does not take the time to develop and sustain positive and beneficial relationships." ✗ He doesn’t understand the key requirements of his job. ✗ He is unable to focus on the important tasks and ensure they are completed first. ✗ He Is a reliable performer and maintains a good schedule. ✗ His talents are very valuable to the company; nevertheless, his attitude to work is somewhat lacking. e. “He maintains a culture of transparency and knowledge-sharing across all levels in your department.” Clear communication makes employees comfortable with each other, makes sharing and exchanging ideas more frequent. ✗ He misses opportunities to further educate customers about other products or services. ✓ He knows how to arrange his schedule to complete both the big and small duties each week. ✓ He recognizes potential in others, and seeks to help them reach that potential. “You constantly push deadlines and fail to deliver on time.” ✓ He is cheerful guy and always people feel delighted to be around him. ✓ He is detailed and focused. ✗ He rarely achieves his monthly performance targets. ✓ He is often the first person who volunteers. ✗ He tends to stand alone in the corner among a crowd. a. Step 2: Users will click the “Open Submission Form” button to fill in and submit the report. ✓ He ensures coworkers coordinate to meet deadlines and work effectively as a team. ✓ He seeks feedback on the effectiveness of his written and oral communication. ✓ He treats others with respect, courtesy, tact, and friendliness and actively attempts to be helpful towards others. ✓ He is skillful in developing more efficient methods to perform specific tasks. ✗ He is often late for work and, despite frequent warnings, does not follow the attendance policy. ✓ He is one of the first people we turn to whenever we have a very technical problem. ✗ He always has issues when he has to deal with tasks alone. ✗ He shows a lack of communication and interaction with her team members. ✗ He fails to keep confidential information secret. c. “He provides no recognition to a team member’s effort and hardwork.” He successfully up-sells to them at the same time. ✓ He is one of the more technical employees we have on staff. ✗ He does not satisfy our expectations because he lacks the necessary job knowledge. ✗ He should take part in more training opportunities and concentrate on them. His leadership has contributed to very high productivity from this department. The rating scale for Performance Planning and Review is made up of five factors: Poor, Needs Improvement, Meets Requirements, Exceeds Requirements, and Outstanding. ✓ He s always willing to directly challenge the status quo in pursuit of a more effective solution. ✓ His written communication is very good, however his verbal communication skills could be improved. ✗ He often isolates himself and does not take constructive criticism well. ✗ He is reluctant to find more effective ways to perform job activities. ✗ He is cautious and afraid of confrontation which leads to him being averse to taking risks. ✓ He manages his team well and receives good performances from them. ✗ He doesn’t want to share his knowledge in relation to the job with others. ✗ He meets the letter of the law but frequently fails to respect the spirit as far as our ethics policy is concerned. ✓ He is willing to consider other people’s ideas. ✓ He is always enthusiastic and helps motivate team other members. Constantly identifies more efficient ways of doing business 2. ✓ He is ready to deal with complicated consequences. ✓ He is able to grasp complex technical concepts. He is always able to bring a level of understanding the rest of us can follow. ✓ He takes responsibility for his team’s work and goals. ✓ He never neglects even the smallest detail of tasks assigned to him. ✗ His communication continues to be substandard. d. "You don’t tend to listen to and take other people’s opinions into consideration." She is a content writer and marketer at Vantage Circle She is passionate about all things literature and entrepreneurship. ✓ He is an effective listener. ✗ He approaches decisions with a one-track mindset. ✓ He consistently looks for new ways to help the team. ✗ He has a talent for thinking outside of the box, and encouraging others to do the same. ✓ He provides accurate and timely information both orally and written. ✓ He is willing to work overtime until the project is finished. ✗ He does not demonstrate an ability to work or conduct research independently. ✓ He displays through a supportive and optimistic approach to daily activities within the work environment. ✗ He seldom takes part in discussions or meetings. ✗ He is frequently completes any plan or project late. His ability is demonstrated when working in customer care. ✗ He demonstrates a desire to avoid working with others. ✓ He is provided many complicated tasks but he performs them easily. ✓ He assigns the right duty to the right staff and instructs them how to perform their assignments well. He is conscious of every detail in his work. In fact, managers who receive feedback on their strengths are 8.9% more productive. His clients never complain about him, ✓ He is good at keeping customers happy. ✗ It is clear that he is not satisfied with his work. ✓ He is prepared to tackle complex situations and always develops suitable solutions to offer to the managers. ✗ He has a tendency to make other people feel intimidated when they propose new ideas or ask for assistance. He tries to perfect his performance without prompting. ✓ He maintains a positive outlook and this is appreciated when making … ✓ He takes responsibility for work and is ready to stay late to ensure the work is performed well. ✓ He sets clear and measurable performance expectations. ✓ He is able to work with clients’ objections, cope with them and convince the customers of the merits of his point of view. ✓ He is very good at training employees. ✗ He does not always listen to his customers well. Want to improve your HR performance in the new year? ✗ He talks about deliverables, but does not consistently deliver. Here are some key appraisal comments for leaders and managers. His ability to quickly assess a problem and identify potential solutions is key to his excellent performance. ✓ He deals with very complex topics and discussions. He has very good communication skills. He must improve both his written and verbal communication. 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