These issues could be detrimental to the performance of the department and should be the focus of the next few months. ✓ His ability to coordinate the performances of each team member together is vital to team’s success. In this article, we review some common performance review phrases and what to include in an employee … ✗ He doesn’t pay attention to the details of the tasks he is assigned. ✓ He knows how to apply appropriate knowledge and find information sources to make sound decisions. ✗ He relies on others in heated situations. ✗ He values a mutually beneficial cooperation with his partners and maintains good relationships with them. Teamwork is crucial to any company. ✗ He lacks credibility in his messages. Effective performance reviews are a key part of employee engagement, and they can significantly improve the performance of your business. ✗ He does not understand how to share tasks with others. ✓ He encourages his colleagues at work. ✗ He is trained how to use his time efficiently but he is still unable to manage it. _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. ✓ He has a thirst for skills and knowledge. He should try to address this. He creates a positive working environment. He has very good communication skills. ✓ He readily assists coworkers in response to fluctuations in workloads. ✓ He treats confidential material with the appropriate care. ✓ He demonstrates positive personal regard when confronting problems with others. In order to really gauge how an employee is performing, you need to poke and prod indirect managers, team leads, peers, or even employees from other departments. ✓ He readily volunteers assistance even when it would not normally be expected. ✓ His key strength is his candor and effective communication with his employees. ✗ He does not cope very well with managing employees. This mirrors the fact that, according to our own research, 79% of employees don't think their organization's review process is all that good to begin with. 6. She is unlikely to openly risk conflict this by helping someone. He optimizes his work and get benefits for the company. ✓ He has a great willingness to help his fellow teammates. ✗ He has a good working relationship with his team but there are some issues with other managers that need to be resolved. ✗ He makes others feel intimidated when working on company projects. ✗ He ignores the company regulations prefers to work on his own. ✓ He Identifies the most worthy steps and then follows them. ✓ He is empathetic to the needs of others. ✗ He usually makes mistakes when performing his duties. ✗ He needs to speak up more when faced with concerns. ✗ He struggles to communicate when deadlines will be missed. ✓ He takes on new responsibilities with minimal guidance or direction. Keep in mind that these are starter phrases and you should be specific when you're writing any feedback for reviews. ✗ He has found it hard to becoming a manager after being a staff member. ✗ He is often late for work and is unable to provide an acceptable excuse. ✗ He is uncomfortable when faced with any awkward problem. He sets his own priorities to accomplish his job. The way he can look at an issue from different sides is a great resource to our team. ✗ He frequently provides excuses for his late arrival times. ✗ He does not willingly take on additional responsibility or step forward when new tasks or projects arrive. ✗ He does not have the aptitude to understand the technical nuances they present even though our systems have been in place for many years and are well documented. ✓ He creates good relationships with his colleagues, managers and staff in a professional environment. ✓ He thrives under pressure and brings the team together. ✓ He can find a point of connection with just about anyone. ✗ He does not convey a positive image of the company to customers. ✓ He fully satisfies the company’s expectations. ✓ He always helps out to achieve the goals of the group. He is willing to study the knowledge needed for his job. ✗ He is dishonest when reporting statistics to deceive and confuse others. ✓ His work is always submitted in a timely fashion. ✓ He asks insightful questions to understand the root cause of an issue. ✓ He never skips any detail of his assignments. ✗ He is professional in his work but is unwilling to give advice to others. ✓ He arrives at meetings on time and well prepared. ✓ He never fails to impress by performing well each day. ✓ He shows appropriate patience with complaining customers and employees. ✗ He doesn’t consult others for ideas and make subjective judgments. ✓ He is always honest and reliable when working with others. The staff cannot show initiative in climate he has created. ✓ His team meets many challenges in scheduling yet he ensures adequate staffing levels at all times. ✓ He recognizes potential in others, and seeks to help them reach that potential. ✓ His peers, managers, and customers rate his handling of customer service situations as very good. Performance appraisal is a time-consuming and scrupulous process, which requires a thorough and detailed employee assessment. ✓ He shares his knowledge of industry trends and best practices to achieve enhanced outcomes in his job. He should be ready to face changes. Sо, while writing down the реrfоrmаnсе review on thе employee’s drive, уоu may use thе fоllоwing types of phrases: Positive Review Phrаѕеѕ. He is rated well by his peers, managers, and customers. Work Attitude: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce. ✗ He is unwilling to work on issues outside of her skill set. ✗ He never considers the possible consequences of his decisions. ✗ He has little understanding of the competitive business landscape. If your teams/individuals aren’t showing any improvement — whether in terms of hitting a KPI or how they interact with each other — you should be concerned. ✗ He rarely cooperates with other departments or assists them to complete their tasks. ✗ He works well with members of his own team, yet he has an “us” against “them” mentality when it comes to others within the company. ✗ He fails to alert the proper personnel regarding bad news. ✗ We can not rely on him to produce a quality product. ✓ He ensures coworkers coordinate to meet deadlines and work effectively as a team. ✗ His team feels discouraged as he often “shoots down” creative ideas without any explanation. ✓ He never minds taking on new tasks. ✗ He cannot maintain relationships with his customers well. First and foremost, this should be a back and forth conversation between the manager and the employee. ✗ He tends to resist activities where the path is unknown. ✗ There have been a few issues with him as a leader and his team that must be resolved. ✗ He has a creative touch in a sometimes monotonous role within our team. ✗ He does not understand the intricacies of managing a high performance team and has yet to perform. ✓ He shares his knowledge with coworkers. ✓ He always finds a way to inform the client about any unexpected changes if any of occur during the work process. He ensures the achievement of the goals as planned. ✗ He is too focused on finding new ways to accomplish things rather than cooperating with others in a process which is already well tested and defined. ✗ He demonstrate a management-by-crisis style, which means a responsive style. ✗ He does not see the workplace as a team environment and prefers to go it alone. ✗ He does not know how to cooperate with his colleagues in his team to achieve targets. ✓ He doesn’t accept “we’ve always done it this way” as a solution. ✓ He is highly reliable. He provides good management of them. ✓ He gets involved and quickly adapts to different changes in different situations. But not knowing what to say or write can make the process downright painful — especially when you’re on a deadline. Amazing Examples of Performance Appraisal Phrases – Take Your Pick. ✓ He can find the right approach with any client, even the most critical one. His conduct is as proper and formal as his appearance. ✓ He routinely meets with supervisors and key customers to exchange information and clarify expectations. ✓ He involves others in problem solving. ✓ He is able to learn concepts quickly and adopt them into his performance. Respect Performance Review Phrases Examples. He finishes his work on time and with accuracy. ✓ He is able to connect with people in a uncomfortable environment and encourage them to do a great job. 1. ✓ He shows faithful commitment to getting the job done. ✗ He is easily upset when not offered assistance when he feels he needs it. ✗ He is unable to perform his job without assistance. His complaints build resentment within his team. ✓ He encourages his teammates to create ideas which have form and provide more creative solutions. As soon as a new status update is added, participants with “View” rights can view it in real time when they log in to their accounts. ✓ He always smiles when he goes to work. ✓ He demonstrates a sincere appreciation for opposing viewpoints. ✗ He fails to keep confidential information secret. ✗ He gets distracted and doesn’t reach his goals or objectives. ✓ He makes people feel at home with him. ✗ He fails to show a frequent appreciation of his subordinates’ performance. He fails to focus on his goals, resulting in failure. He is unable to perform consistently under pressure or thrive on constant change or challenge. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. ✓ He is an innovator at heart – his skill at inspiring new ideas is an asset to our team. ✓ He provides accurate and timely information, both written and orally. ✗ He is unable to separate his work and personal life. ✗ His work doesn’t pass inspection by other team members. ✓ He contributes to a positive work environment through his interactions with others. ✗ He is not consistent in supporting his teammates. However, you should not abolish it since performance reviews are essential for company development. ✗ He consistently passes challenging issues to others instead of tackling them himself. It takes too much working time. He is one of those team members you would love to have on your team. He can deal with furious customers with a calm and rational attitude. ✗ He is unable to find the most effective solutions for problem because his ideas are always mediocre. ✓ He consistently looks for new ways to help the team. ✗ He focuses on satisfying wide audience need where an individual approach to each client is needed. It involves a whole lot of other things as well, such as supporting your team, making difficult discussions, and offering both positive and negative feedback. ✗ There have been a few issues with his team that must be resolved. ✗ He easily loses focus when facing a complex situation. He sometimes asks his staff complete unachievable goals. ✓ He demonstrates good organizational and planning skills. He is always willing to help others when needed. ✓ His schedule shows no cause for concern. ✓ He exceeded start of year goals by [number]. ✓ He is always the first person thoroughly understand and take on the new technology well. ✗ He does not use his experience and knowledge to its full potential. ✗ He routinely falls behind in her daily meeting schedule which then impacts the schedules of others. Performance reviews should by no means be a copy-and-paste exercise. And there are many resources out there that list forbidden performance review topics like personalities, rumors,… ✗ He is not good at communicating with others so he often makes them feel uncomfortable. ✗ Many of his coworkers see him as unapproachable. 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