✗ He has become a constant well of fresh ideas. ✓ He actively involves himself in the business. ✗ He meets difficulty when working with a team he is to performing as an individual. ✗ His technical aptitude is not as good as it is displayed in his application. ✓ He encourages all the team members to join in the necessary training sessions. ✓ He is reliable and there are no concerns with his attendance. ✓ He builds solidarity between his team members to enhance team spirit. ✓ He always anticipates problems and thinks of creative solutions in advance. ✓ He is one of our hardest workers. ✓ He is open to listening to employees, as well as experimenting with new management techniques. ✓ He always has a positive attitude. ✗ He needs to continue to improve his technical knowledge through training and self study. ✓ He offers appropriate and innovative solutions to customer problems. ✗ He doesn’t analyze the situation and the potential affect of his solutions carefully before making a final decision. Self-performance reviews are a powerful way to engage employees in their own performance and development. ✗ He needs to find more ways to take creative risks. ✗ He has a tendency to play favorites and not treat all employees fairly. His people-management is respected by the working community. ✓ He takes care that every team member’s allocated task is the best one for them. ✗ He fails to perform his required duties. He passes difficult customers to his supervisor frequently. ✓ He is good at solving complicated issues in his job. ✗ He appears to be a rigid manager, but if he thought in a more flexible way, it would do him well. He forms a good working climate. ✗ She is cautious and prefers to avoid confrontation. ✗ He usually voices breakthrough and helpful ideas in meetings – even though he is not one of people you think of as a creative employee. Like our training sample performance review phrases, we categorized these phrases into positive and negative. Looking forward to participate in more conferences. ✗ He is impossible to submit needed information to the managers when he faces a complex situation. ✓ He is seen by his peers as someone whom they can depend on. ✓ He responds in a prompt and friendly manner to requests and inquiries. His team produces poor results for the company.. ✗ He is a great employee. ✗ He consistently receives substandard comments from customers. ✓ He balances the overall strategy of the organization with tactical day-to-day tasks. He seems slow and indecisive when presented with a major issue. ✓ He thinks twice before doing anything that may not be worthwhile. His demeanor is rude and unfriendly. ✓ He always learns about the nature of projects and duties carefully. He lacks the skills in planning and following up to achieve results. ✓ He enables everyone around him to remain calm and concentrate on the final goal. ✗ His reliability is in doubt. ✓ He creates an atmosphere in which creativity and innovation is both rewarded and encouraged. ✗ He refuses to delegate to others. ✗ He should make a work plan for each week. Data such as the report type, date and name will be added automatically. He resolves difficult situations in an amazing manner. ✓ He Is fact-based, and refuses to accept emotional arguments when making a decision. ✗ He does not convey a positive image of the company to customers. ✗ He is a good supervisor, but he is not expert in this field. ✓ He allows just enough differences to find the best outcome. 1) Always on time (or even early) for meetings and conferences. ✓ He is the group leader and allocates appropriate tasks to his teammates. ✗ Bending the rules is effectively breaking them in our line of work. ✗ He Is easily distracted and doesn’t fully absorb other people’s points of view. ✓ He always asks for immediate feedback and takes constructive criticism well. ✓ He is a positive influence on those around him and inspires them to work harder. ✗ He is unwilling to assist coworkers, even when asked. ✓ He is able to listen as effectively as well as talk. He should utilize this to promote his position in the company. ✓ Everything seems to have big step in the world of technology. He only cares about how to get the job done excellently. ✗ He is continually turning in sub-par work and needs to improve his job knowledge. ✗ He sometimes treats his clients in an over-familiar manner. He needs to improve on his teamwork over the coming months. He recommends the most suitable solution. ✗ He is unwilling to accept even minor changes. ✗ He Is inconsistent in defining goals and objectives. ✗ He has good knowledge of business, but he fails to properly communicate with other technical members of his team. ✗ He should learn how to manage his time in a more effective way. ✗ He is not consistent in supporting his teammates. His complaints build resentment within his team. ✗ He does not actively cooperate with others. ✓ He has created a team that works collaboratively to finish the project much faster. ✓ He is friendly and open-minded so he creates good relationship with other team members. He needs to improve his time keeping. He can give the most innovative and effective solutions. ✗ He isn’t willing to take risks on creative ideas. ✗ He cannot maintain relationships with his customers well. ✗ He resists further training in problem solving. He takes action to meet future customer needs or solve problems in advance. ✗ He fails to achieve the goals because he doesn’t delegate to his staff effectively. ✓ He sets a standard by his perfect attendance. ✓ He can be counted upon for steady performance. ✗ He is professional in his work but is unwilling to give advice to others. Quickest resolution rate enable X to … He consistently fails to properly notify team members about impending changes or other required information. He maintains the right attitude towards external relationships. In short, effective review phrases can improve an employee’s performance and help them progress. He added value for all of the other participants in attendance. ✓ He creates clearly defined goals aligned with the company’s mission. ✓ There are many times we have tasks that absolutely must be completed by a given time. John provides truly transformative experiences for participants. He creates an environment that empowers mutual trust. ✗ The quality of his products is unreliable. ✓ He demonstrates the highest levels of integrity in all his dealings with employees. ✗ He often criticizes rivals in order to convince customers to use the services of his company. ✗ He was unwilling to give help when requested to. He maintains an incredible posture and focuses on the positives when solving problems. ✓ He expresses ideas clearly and effectively, both orally and in writing. He is always ready to consider proposals from colleagues. ✓ He can quickly build a positive relationship with people. ✗ He is easily demotivated if things fail to perform as well as expected. ✓ The quality of his work is highly consistent. His ability is demonstrated when working in customer care. ✓ He skillfully overcomes client objections. ✓ He understands that good leaders improve themselves through study, training, and experience. ✗ He seems more intent on accomplishing his own tasks rather than assisting others who might need help. ✓ He effectively persuades and convinces his peers, especially in times of high stakes. ✓ He decides the most appropriate solution to an issue by considering the pros and cons of it very cautiously. ✓ He s a goal-oriented person. ✗ He often works in an unprofessional manner. ✓ He has developed an effective system of encouraging and criticizing of her employees. ✗ He struggles to communicate when deadlines will be missed. ✓ His customers always rate him highly and give him high marks on on his customer satisfaction surveys. He should promote and develop his potential is getting the balance of being pragmatic and creative right. He is very good at handling difficult situations with customers. ✓ He is self-motivated and strives to complete all his tasks on time. ✓ He is a nice and affable person who works well with others. ✓ He is unfazed by any obstacles, pressures or demands that would justifiably derail others. ✓ He is not afraid to say “I don’t know” when faced with a difficult question. John has been very thorough following up with every participant and matching all the deadlines. ✓ He knows the technical essence of his assignments thoroughly. ✓ He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions. ✓ He is known for his dependability and willingness to do what it takes. ✓ He shows initiative, and is flexible when approaching new tasks. ✓ His high standards of ethics are shown through all of his work on a daily basis. This stifles the team’s creativity. ✓ He helps other employees even when not required to. ✗ He is a good supervisor, but he has failed at managing his staff to high productivity. He divides his time suitably to complete his assignments. ✗ He is not very effective at managing his staff to a high performance level. ✓ He is a flexible manager and always tries to understand and respect his employees’ situations. ✓ He is in a difficult situation: he inherited a team that frankly was a mess. He ensures those goals are all met on time. He attempts to unacceptably modify the script. ✓ He readily assists coworkers in response to fluctuations in workloads. ✓ He handles projects conscientiously from start to finish. ✗ His decision making process is too hurried. ✗ He has put the company at risk with his inappropriate actions. ✓ His communication skills stand out from those of his peers. ✓ He is reliable and has good attendance. ✓ He can be very persuasive with his sound arguments. ✓ He demonstrates an enthusiastic approach to whatever method he is using to fulfill a task. ✗ His work frequently fails to pass inspection. ✓ He consistently shares feedback with his staff regarding their progress. ✗ He requires constant supervision to get his work completed. ✓ He is creative and finds ways to correlate ideas with actions. ✓ He builds good relationships through open and friendly communication. Excels at developing programs / strategies that have delivered X results. ✗ He avoid conflicts at work in relation to the decision making process. ✓ His attitude is an asset to his management skills. ✗ He is not very effective at managing his staff to high performance. He should work to improve his time management skills to ensure meetings begin and end as scheduled. ✗ He does not have the necessary skills to complete the work and is unwilling to find someone who does. ✗ He appears uninterested and detached from his work lately as if he is no longer engaged in it. ✗ He fails to alert the proper personnel regarding bad news. ProsperForms is a cloud solution that brings a more light-hearted tone to messaging making it easily digestible, and makes it easy for leaders to receive reports and provide feedback. ✓ He can be counted on to carry out assignments with careful follow-through and follow-up. ✗ He tries to perform several tasks simultaneously to finish work faster instead of setting the right priorities. ✓ He adheres to deadlines and meets production benchmarks. A performance review is a documented evaluation of a person’s performance. ✗ He has cost the company customers and money because of his disingenuous behavior. ✗ He is falling behind coworkers when it comes to producing results. ✗ He must improve his foreign language skills to stay competitive in this industry. Performance review, also known as performance appraisal, has been part of the organization’s career development. His constant cheer helps others keep their “enthusiasm”, both positive and negative, in check. ✓ He understands the testing process and how to discover a solution to a particular problem. ✓ He is able to grasp difficult technical concepts and explain them to others. ✓ His uncanny ability to connect with people is a great personality attribute in his role as a manager. His performance displays exceptional quality and accuracy. ✗ He can offer potential solutions to a problem but struggles to identify the best solution. John was very enthusiastic about it and once again inspired me as well as other participants. He is late to class frequently and sometimes does not take part at all. ✓ He was pushed into a truly difficult position and managed a complicated team. He was always available to participate in workshops and collaborate. ✓ He had a rough start but she ended the year well with his team turning in the best performance of all the groups. ✗ He is unable to concentrate on his work. Positive sample performance appraisal phrases are for employees meeting or exceeding expectations, while negative sample performance review phrases are for unsatisfactory or failure to meet expectations employees. ✗ He fails to make any attempt to improve his performance. ✗ He often says “I don’t know” when confronted with a tricky question or problem. ✗ He is brisk with his directions and crude with his feedback. ✗ He does not have the ability to work under pressure. ✗ He fails to resolve problems in a timely manner. ✓ He pays attention to detail in every task he is given. ✓ He demonstrates tact and diplomacy when resolving conflicts. ✓ He refuses to be downhearted under incredible pressure. ✗ He does appreciate that happy team members can affect his own job performance and this makes those around him unpleasant. ✓ He takes the initiative to improve working relationships and foster feelings of mutual respect with coworkers and customers. He is always able to bring a level of understanding the rest of us can follow. ✓ He ensures coworkers coordinate to meet deadlines and work effectively as a team. ✓ She has a creative ability which helps her develop unique ideas. ✗ His professional growth seems to have halted. ✗ When we face difficulties, we are sure that we can rely on him for a helpful and creative solution. ✓ When working in a team, he always pays attention to the goals set. ✗ He has a tendency to make decision without thinking through its potential consequences. ✓ He always assists coworkers that are having difficulty with their tasks. ✓ 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 creative in finding ways to correlate ideas with action. ✓ He has an imaginative personality and is very resourceful in times of need. ✓ Is supportive and encourages others to work with him. Technical concepts sometimes seem to pass him by. ✗ He does not understand the intricacies of managing a high performance team and has yet to perform. ✗ He needs to improve his technical understanding of his job. ✓ He is one of our most proficient customer service trainers. This is a systematic process of evaluating an individual’s performance and productivity with regards to the organizational objectives and criteria. ✗ He takes excessive breaks and is reluctant to perform his duties. ✗ He needs to focus more on understanding the trends and changes in the fast changing world marketplace. ✓ He takes initiative to address concerns with other staff in a timely manner promoting understanding and cooperation. 4) Adheres to the schedule whenever possible. ✓ He is punctual and consistently arrives at meetings on time. We encourage him to develop solutions – or even recommendations – before asking for help. ✓ He always looks for new challenges and makes the work environment better. ✗ He does not know how to manage his time and he cannot satisfy deadlines of projects again and again. I appreciate his participation in the conference. ✗ He seems to shrink when he’s around others and does not cultivate good relations with his coworkers. He needs to be more cautious about sticking strictly to the rules as defined. ✓ He seeks and takes on any new opportunity that might present itself. ✗ He needs to work on his ability to accept feedback from coworkers. ✓ He shares his job knowledge well with his peers. ✓ He displays an effective cadence when working with clients on projects. You made sure that everyone had the opportunity to participate. ✗ He understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. 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”. ✓ He constantly identifies more efficient ways of doing business. This prevents her from finding new ideas. He gets the job done through the best use of people. ✓ He understands people and the different ways to motivate them to get the job done. ✗ He frequently avoids or delays attending training, or deployment of new programs. He sometimes refuses to accept their opinion. ✓ He usually has insightful viewpoints, so whenever we need a fresh look at a problem, we know we can turn to him. This causes problems when an untested or unexamined idea is moved forward too quickly. ✓ His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility. Feedback from participants in his session has been nothing but positive. ✗ He should learn the technical concepts required for his position. These performance review phrases will help identify key areas to address and evaluate actions needed to deliver a useful and effective performance review. ✗ He should improve his communication with his management team. ✗ He is excited and innovative when faced with unexpected obstacles. ✓ He found a creative workaround that improved processes for the team. ✓ He one of the most technical employees we have. 5) Never been a no call, no show employee. ✓ He demonstrates respect for responsible dissent. ✓ He stringently observes the company regulations. She should address this immediately to remove the negative impacts on others. ✓ He is provided many complicated tasks but he performs them easily. He is uninterested in focusing on achieving performance goals. He is capable of handling a variety of assignments. ✓ He is willing to get her hands dirty with his employees to ensure the job gets completed on time. ✓ He is an effective communicator who works very well with his team members. He does not help others. The better prepared you are for the performance appraisal meeting, the more productive your discussion will be. ✗ He does not assist others when they need it. ✓ He seeks feedback on the effectiveness of his written and oral communication. ✓ We are impressed with his willingness to give instructions on the latest technologies and facilities. Setup reminders if you want your team members to receive automatic reminders when their reports are due. ✓ He is very punctual and values the time of her colleagues and business partners. ✓ He is reliable and his performance is of exceptional quality and accuracy. Shows initiative, and is flexible when approaching n… ✗ He doesn’t contribute ideas to projects or his suggestions are ambiguous. ✗ He demonstrates acceptable levels of integrity only intermittently. ✗ He rarely innovates and when he does, it seems forced. ✗ His team meetings often overrun the allotted time. ✓ He is strong and confident but at the same time open-minded. ✗ He is frequently late for work and dresses improperly. He frequently has a smile on his face and you can tell he enjoys his job. ✓ He has a special ability in connecting people and he applies this ability well as a manager. John can actually do it for you (with your participation, of course). ✗ He discourages creative solutions from his team. He is easily upset by problems or difficult situations. ✓ He knows how to uses the equipment efficiently to manage his time. ✓ He is the person we rely on to deal with serious problems, He keeps a clear r mind clear and think intelligently. ✓ He is a detail minded person and his work is always completed with high quality. He doesn’t know how to learn from failure. He lacks the qualifications to be an effective mentor. ✓ He consistently meets all/most deadlines. I have seen he always encouraged others to participate. ✗ His work is consistently being passed back for rework. He understands how to relate to people. ✓ She communicates effectively, both verbally and in writing. ✗ He has met difficulties in handling his workload. The Usefulness of Performance Reviews . ✗ He finds it hard to look for a solution to a difficult situation. ✓ He manages his relationships with his coworkers, managers, and employees in a professional manner. We continue to have above average turnover on his team. ✗ He fails to explain procedures to his subordinates clearly. ✓ Has excellent communication skills. ✓ He is the ideal employee who arrives to work and leaves on time. ✓ When we face difficulty, we are sure that we can rely on her for a helpful and creative solution. ✓ He maintains a positive outlook and this is appreciated when making … ✓ He maintains a calm and composed demeanor under stressful situations. ✗ His employees consistently complain of unreasonable expectations. ✗ He does not understand how to to solve problems with customers and gives up easily. ✓ He helps form alliances between his staff members and foster a team-first environment. This has proven to be a great asset in his managerial role. ✓ He is able to explain complex and difficult issues in terms that are easy to understand. ✓ He can maintain good communication with everybody and he also encourages people to work harder and more effectively. He is willing to study the knowledge needed for his job. ✗ He talks about deliverables, but does not consistently deliver. ✓ He Identifies the most worthy steps and then follows them. ✓ He encourages people to work together to achieve a common goal. ✓ He welcomes criticism to help improve his business. He coaches them to perform as required. ✓ He shows initiative at work by adopting new and appropriate methods to perform his duties. ✗ He is frequently late to work in winter because he fails to account for weather and traffic in his daily commute. ✗ He relies on his own knowledge and abilities and fails to ask others for help and their expertise. Configure who will submit reports by choosing the “. ✗ He displays an uncooperative attitude. ✓ He creates a strong rapport with those he interacts with. He easily builds an atmosphere of trust within his team. ✓ Doesn’t allow individual emotions or feelings influence decisions. ✗ He humiliates staff members on a regular basis. ✗ He is unable to get along with our technology even though our systems have been used for a long time and well documented. ✗ He shows himself to be a person who does not want to work with others. ✗ He does not return communications in a timely manner. He does not always relate well with his employees and this shows in the group’s work effort. When problems occur, he is often the first person who thinks and finds the most effective solutions to deal with them perfectly. ✗ He does not actively want to learn new skills or techniques as or to improve his qualification. ✗ He has not joined the group even after being required to. ✓ He is a servant-leader, who is always willing to help his team. 2) Prompt and on time for the start of each workday. ✗ He does not achieve goals or objectives because he does not focus on his performance. ✓ His attitude is always appropriate. “Made an effective system to streamline xx work processes by doing xx”. ✓ He is always stays aware of market changes to be able to react immediately. ✗ He is unwilling to work on issues outside of her skill set. ✓ He recognizes potential in others, and seeks to help them reach that potential. Is uncomfortable when faced with concerns [ number ] and focuses on setting clear and think intelligently doesn’t a! 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