_____ is very good at individual tasks, but he falls short in cooperating on group projects and in partnership with staff members. _____continually contributes to the success of those around her, which makes her an invaluable employee, _____ always focuses to achieve the goals of the group, as well as the organization. Avoid group thin or group evaluations in your review. _____ motivates individuals to work together to meet deadlines and perform effectively as a team. Several weeks in advance of the performance review date, ask colleagues who work with the employee to comment on her performance… She frequently has a smile on her face and you can tell she enjoys her job. Writing reviews for employees that are top notch won’t be too difficult, but writing constructive and professional reviews for employees that need a little guidance can be challenging. Her ability to grasp technology is an asset to our team. Eventually,  your mind goes blank, your eyes glaze over,  and you can’t think of anything else to say. Enter your email address to follow this blog and receive notifications of new posts by email. It's up to you to point out the positive accomplishments that you've made throughout the year and the performance review is the perfect time to do this. _____ consistently impresses us with her willingness to do whatever it takes to get the job done. How to Respond to Positive Reviews. _____gives 110% of himself to make sure the job is well done. Furthermore, conduct your reviews in a regular and timely fashion. As mentioned above, a performance review is a two-way street. _____ is known for his dependability and willingness to do what it takes to get the job done. Note that, Productivity review phrase can be positive or negative and your performance review can be effective or bad/poor activities for your staffs. No matter what you think, your manager hasn't been paying as much attention to your work as you would like. _____is a reliable performer and maintains a good schedule. George never refuses to take responsibility for his group’s actions. _____’s understanding of business is very good; however, he does not communicate effectively with his team members. _____ needs to work on being more resourceful on tasks and projects. After your self-evaluation, it’s time to set goals for your future both in and outside of the company. There are many times we have tasks that are time sensitive. She often runs behind schedule which negatively impacts the flow of the workday. Whenever we have a very technical problem, _____ is one of the first people we turn to. Well, when you are a hardworking person where you would want your work to speak for you, getting a good appraisal is surely something you expect. This is especially true if one of your employees needs to make major improvements in certain areas. Positive phrases for performance reviews . Think of your performance review as a sandwich: the positives are the bread and the negatives are the meat, lettuce, and condiments. But be conscious of your words and stay away from saying these things. She needs to get her schedule in order to help her coworkers. He tends not to listen and is intent on people accepting his point of view. Performance reviews can be the ... you still need to know what to say and how to say it if you want your review process to ... End on a positive note. This extra information will provide insight into your particular company’s performance review process, and if the review is related to a possible promotion. _____ is a positive influence to those around him and inspires them to work harder. Here are some phrases that may help you recognize your employee’s achievements as during their performance reviews: “Sets well-thought-out goals and continuously strives to achieve them”. Self-performance Review Phrases That Would Help You Improve. Congratulate her on her attendance and thank her for always coming to work on days where she is scheduled. _____ is willing to do whatever it takes to get the job done, including tasks or jobs outside her area of responsibility. _____ should work on being an active listener. One of the difficult things a new manager must learn is how to emphasize the right things and downplay the other things. Required fields are marked *. _____ has consistently low marks on his customer satisfaction surveys. During the discussion, your manager will discuss your strengths and weaknesses, areas for improvement, and your goals for the future. ____ follows the phone scripting in a rigid and inflexible way. But rather than approaching this with an overblown sense of dread, I recommend that you view it as an opportunity. When your boss or manager calls and lets you know that you have your performance appraisal planned in a few days time, don't you get the chills? _____ is far too focused on finding new ways to accomplish things rather than cooperate with others in a process which is already well tested and defined. His communication skills have improved tremendously this year. In fact, managers want you to tell them certain things during this process, and even look to see if you say certain things. If _____ were a coach, he would be considered a “player’s coach.” He understands his team and how to motivate them to high performance. _____quickly establishes a rapport with people and is an excellent communicator. _____ is standoffish and  gives the impression of “superiority” to those around him. If she is prompt, include that bit of positive behavior as well and let her know you appreciate it. Over the last several months, he is frequently absent or late for work. _____is normally a very affable guy, but under times of pressure, he succumbs to it and needs to work on his choice of language and volume level of his voice. You may want to show your appreciation to your … While acknowledging past performance is important, if that’s the only thing you talk about in a performance review, you’re not going to drive future performance. While it's certainly important to discuss areas needing improvement too, validating key strengths builds goodwill, which may be needed later. Or he can go through everything … It has become obvious that _____does not possess enough technical skills for his role. She needs to better manage the team to company-required schedules. _____’s years of experience communicating is evident in his wonderful communication skills. Here are seven things every manager needs to … _____ fails to commit his team to cooperating with organizational goals. _____constantly searches for new ideas and ways to improve efficiency. Yes, performance reviews are worthwhile. _____ is unwilling to work beyond his normally scheduled 40 hours to see a project to completion. The employee facing his annual performance review receives notice that the date is coming up. Though _____  had a rough start, she ended the year well with her team turning in the best performance of all the groups. 10) End With The Positive. _____ does not communicate effectively and clearly. _____ isn’t concerned about who gets the credit, just that the task gets accomplished. _____is a good supervisor, but has had difficulty managing his staff to high productivity. Say these things … _____is very motivated; however, his strong personality  is very intimidating and makes him unapproachable. We’ve experienced a few issues with _____ in his new leadership role as it relates to his team that need to be resolved; these issues could be detrimental to the performance of the department and should be the focus of the next few months. However, his personality is rather aggressive, causing issues between him and other team members. Try to use these positive, negative and self evaluation teamwork phrases and examples to write a performance appraisal feedback. _____ can find a point of connection with just about anyone. _____has consistently high marks on his customer satisfaction surveys. What To Do When There Is Nothing Positive To Say On A Performance Review — by taylor (2 min read) Once in a while, you start a performance review on an employee and realize you do not have anything good to say. They will improve—not deflate—your ability to interact with your reporting employees. _____ is quite good at communicating difficult messages with employees, management, and customers. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. He can simply write down what he has done over the past year, failing to highlight his accomplishments. ____ does not cope very well with managing employees. _____does not understand how to set team goals and manage his team to achieve them. Performance review phrases examples for teamwork to write a performance evaluation and complete your performance review form for free. _____ promotes a team-centered environment. _____is exceptional at working with customers. Are bullet points acceptable? I encourage you to keep doing [action]. _____ has a soothing personality which reflects in a very calm personality. Your email address will not be published. You can use these performance review phrases to rate the problem-solving skills of your employees: Displays a practical approach to solving problems. _____ does not research solutions deeply enough and often just compiles ideas found on Web sites. _____ has a difficult time thinking “outside of the box” and creating new and untested solutions. Ask fellow employees what you should expect from a review. _____ is recognized as a very sharp, driven individual amongst the management team. _____ is quick to show his discontent with work; he should stop to think about how his display affects those around him. _____ focuses on getting his own work accomplished, but does not take the time to help those members of his team who are struggling to keep up. _____ needs to improve his technical understanding of his job. Let’s have a look at some of the best threads of conversation for this situation. _____ has received good feedback from his team and his managers. _____is adept at having happy customers and successfully up-selling them at the same time. He has too many errors. _____ is a good person, but any constructive criticism devastates her. _____ does not demonstrate any concern for his poor performance and lack of dependability. Before your first review, you may also want to contact human resources to gather some information about the performance review process. ( Log Out /  Even if we are behind on production, _____ does not show a willingness to jump in and help her employees out. _____ is very good at written communication, however his verbal communication skills can be improved. For areas of improvement _____ is very prompt at the start of each work day. The performance review really doesn’t need to cause you anxiety. No matter how you look at it, it’s in everyone’s best interest to come into a performance appraisal prepared. _____ holds too many meetings; fewer would be more effective. Has not matched the performance of colleagues in relation to x,y,z productivity goal. Change ), You are commenting using your Facebook account. _____ refuses to share crucial information with co-workers for fear he will be marginalized. Here are 15 tips for what to say in a performance review that will lead to a productive discussion. _____ is one of our hardest workers. However, review time can also present a number of challenges. Performance Review Tips . _____ needs to work on being able to think outside of the box, beyond the manuals, and troubleshoot technical issues that are not documented. This year, we need to focus on what issues are causing such high turnover. The best way to talk about it in the review is to site an example. _____takes on new tasks with ease, but when it comes time to communicate with other team members and train them on these tasks, _____does not perform very well. _____ has a tendency to play favorites and has had complaints about not treating all employees equally. _____ gets upset when co-workers do not help him, yet he does not offer assistance to others. Fill in your details below or click an icon to log in: You are commenting using your WordPress.com account. _____ manages a tough schedule with his staff, yet always maintain adequate staffing levels. In short order, he turned the team around to one of our best performers. With thorough preparation, you should already have an idea of what is going to be addressed in the meeting. ____ has a very strong, domineering and sometimes caustic personality that  has caused a rift on our team. Develops creative solutions. The employee facing his annual performance review receives notice that the date is coming up. _____ handles customer service situations well and is highly rated by her peers, managers, and customers. I understand that the whole point of them is to review your individual performance, but this is a great opportunity to discuss things that are on your mind. Typically after about six months or a year. _____knows that certain conversations provoke members of his team, yet he continues to be vocal about non-work related topics. We can depend on ____ to turn in good performance each day; he never fails to impress. _____is very good at dealing with customers on the phone; however, when they come into the store, he doesn’t handle one-on-one contact very well. _____ is inconsistent in supporting his teammates. _____’s attitude is an asset to his management skills. Employee performance reviews shouldn’t be a one-way conversation. _____ is a very good with punctuality, but her staff is not. Employee performance reviews shouldn’t be a one-way conversation. Argues aggressively when teammates do not listen to what he/she has to say; Hardly pays attention to any rules and regulations in the workplace . He has a gift in relating to people around him. In a self performance review, employees assess themselves using the same rubric as their managers would and submit them to HR and/or their manager prior to their official review meeting. Perhaps they struggle to deliver negative appraisal comments, even when they know it’s necessary. _____ has a cheerful attitude which makes others feel good when he’s around. _____does not effectively communicate – both written and verbal communications need to be improved. _____ has a mind-set that few people do and we appreciate that about him. ______has difficulty understanding his team member’s different personalities and relating to them. As we implement new technology, _____ is one of the first to pick it up and understand it. Receiving an encouraging review from your manager affirms that you are doing as well as you believed and may even help you land a promotion or raise. _____ has a creative touch in an otherwise monotonous role; the ways she adds innovation and creativity in the day-to-day tasks is admirable. 11 Things to Never Say During Your Performance Review. You excel at [action], and I would love to continue seeing that from you. ______is not as technical as he led us to believe in his resume. ( Log Out /  Feedback From Others. Their success in her success. There’s an art to getting your point across in an appropriate manner without discouraging an employee. _____ is brusk  in giving direction and crude with her feedback. Ollie also has to complete a self-performance evaluation. _____ manages his team well and receives good performance from them. How to Thank an Employer for a Positive Performance Evaluation. _____brings a level of enthusiasm to his job that few can. _____has a difficult situation with the team he manages, yet he has turned them around in excellent fashion. Avoid group thin or group evaluations in your review. _____ often runs behind schedule throughout a typical work day causing meetings to start late which affects others’ schedules. Writing performance reviews definitely includes a little bit of both. So don’t be so nervous! _____ is a good manager, but her mood changes too often for people to keep track of. Self-performance reviews are a powerful way to engage employees in their own performance and development. _____is one of our most proficient customer service trainers and demonstrates this when she’s working in customer care. _____starts meetings and ends them on time. _____ seems unwilling to consider new or intriguing ideas, even when the team runs out of your run-of-the-mill ideas. 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