Performance appraisal time is often very stress filled. 70) Motivated to finish tasks and assignments on time. 197) Does not show a desire to improve time-management techniques. I am a reliable employee who arrives on-time and leaves on-time. 125) Shows appreciation for a job well done. Shows initiative, and is flexible when approaching n… Copyright © 2014 - 2021. 149) Willing to assist others and help them do good work. 144) Sets appropriate goals and strives to accomplish them. By Ken Lloyd . Sling even helps with that. 79) Is not willing to help employees with their work. 18) Unreliable about reporting to work on time. Ensure he/she is in charge of negotiation and leads to win win situation for both parties, Displays excellent organization skills during all tasks he/she undertakes, Is highly skilled at planning for short term as well as long term goals, Sets goals, checks in progress regularly to ensure he/she is on track and achieves end results effectively, Is always respectful towards teammates ideas and opinions, Clearly communicates what is expected of others and the standard measurement of achievement, Late processing of purchases often impacts schedule of project deliverables, Lacks the tenacity to get the best deals possible from vendors, Biased towards vendors who are new in the market, In case of errors, does not take ownership, Fails to coordinate with other departments to assess their needs of (lists of products), Is not fully committed to the tasks so finds it difficult to bring activities to fruition, Negative talk tends to lower entire team’s morale, Lacks engagement to drive (list of tasks) to the desired outcome, Does not display on open mind when given constructive feedback, Does not contribute new/innovative ideas while brainstorming with team, Unable to take stern action when the situation demands it, Takes prolonged amount of time to take smaller decisions leading to delay in number of subsequent activities, Needs to work extra hours because he/she is distracted during normal hour, Speaks of improving himself/herself but backs out when the time comes to take on a new role, Relies on tried and tested methods more often than required, Does not help others despite them asking for help, Should focus more on creating a sensible plan than other lesser important initiatives, Fails to provide support when it is absolutely vital, Forces himself/herself between conversations without considering other two parties, Sets targets without any purpose so loses focus after a short period of time, Fails to provide correct estimation of how much time resolution of problem will take, Sets multiple goals at the same time and fails to achieve even one, Finds it difficult to learn new technologies. 138) Fails to keep confidential information. ), Great presentation skills but usually presents incorrect information due to lack of (list of products/services) understanding, due to which clients get confused, Tends to stray away from actual point of conversation during (meetings/presentations/demos), Is unable to overcome client objections, that led to 30% drop in sales, Lacks commitment to ensure new initiatives are completed within time, Assumes that teammates/subordinates have required skills to fulfill certain responsibilities without checking with them. These simple yet descriptive sentences help your employees understand what they’re doing well and what they still need to work on. Has been known to engage in unethical behavior with vendors to increase profits, Takes a lot of time to develop relationships with prospects, leading to lower conversion rate of prospects to customers, Relies more on manual work than technological advancement to document information being collected, Openly criticizes others for not following traditional marketing tactics, Lacks preparation before presentations leading to poor demonstrations with customers / prospects, Organization is done more according to personal choices rather than any effective procedure, Planning marketing goals at the last minute leads to inaccurate or faulty planning and unrealistic expectations from team, Goal setting skills are non-existent so rarely any chance of reaching end results, Is not willing to help others set their goals and align them with overall objectives, Provides poorly researched and often incomplete content on due date just to obtain points for timeliness, Does not follow company protocol when it comes to adhering to marketing standards set by management, Is constantly coming up with innovative approaches to reduce time required for completion of (list of tasks), Consistently learns new skills and uses them to improve performance and provide suggestions for betterment of (list of tasks), Champion problem solver. 80) Does not care what managers and coworkers think of him/her. Aligns personal and professional goals efficiently and strives to achieve both, Demonstrates exemplary technical knowledge and expertise as compared to peers, Lacks latest/new technical knowledge and is unable to contribute during brainstorming, Unable to translate theoretical knowledge into practical applications, Not able to comprehend directions leading to mismatch between expectations and result, Lacks knowledge about state-of-the-art development tools, programming techniques, and computing equipment to take on challenging projects, Provides temporary solutions that have created long term problems, Needs to improve observation skills and pay more attention to finer details of the task, Low understanding of (list of tasks) due to poor analytical skills, Has difficulty articulating content due to poor understanding of (list of products/services), Communication is good but needs to approach (recipients) tactfully without offending anyone, Lacks confidence to speak in large groups or anyone with higher authority, Does not follow up on tasks according to project schedule, Cannot keep to his/her words when the situation demands it, Delegates entire workload in one go and expects teammates/subordinates to finish it within unrealistic timelines, Has faced several disciplinary hearings with the HR department, Finds it difficult to work closely with network support staff to identify and take care of network bugs, Does not know how and what to communicate to team members leading to ambiguous instructions, Is unable to understand changing technology and instructions, Is not open minded when it comes to listening to constructive criticism, Always looks to negotiate on own terms leading to win-loss situation, Spends considerable amount of time retrieving simple information that should ideally take only a few minutes, Anticipate needs for replacement of hardware but fails to submit orders, Resists asking for advice when faced with challenges, thus wasting precious amount of time, Is reluctant to work in a team and seeks independent assignments, Exceeded expectations by X% of target during (period), Has ability to quickly identify and grasp prospects’ pain-points and providing them with the right solutions, Consistently meets sales targets and sets higher goals for himself/herself, Thorough reporting in CRM helps team members quickly identify status of sales funnel, Is most sought after sales person to handle difficult clients, Owns all responsibilities that come his/her way and ensures on-time delivery, X’s attitude has endeared him/her to the entire team and made him/her a highly sought after teammate, Challenged traditional manner of working and introduced new approach to (list of tasks) thus efficiently reducing time taken to complete them, Shows initiative in understanding new skills and techniques, Created a list of must-do tasks while negotiating with customers to increase performance levels by X%, Is able to take quick decisions about discount rates or special pricing plans to close sales, Takes decisions based entirely on objective observations and avoids any biases, Maintains high energy and performance levels making him a consistent achiever, Is never complacent with performance and seeks to improve his/her performance levels, X is the go-to person to have a fresh look at a long standing challenge in the workplace, Highly flexible when it comes to meeting goals and objectives, Encourages everyone to develop a winning attitude, Collaborates with teammates/subordinates to project sales and determine the profitability of products and services, Is always well dressed and presentable to make a good first impression, Carefully monitors customer preferences to determine the focus of sales efforts, Can effectively handle most objections and provide sustainable solutions, Has clearly established checkpoints for short term and long term career path, Can quickly adapt to newer technologies as well as help others understand them, Lacks confidence to plan and coordinate training programs for sales staff, Very liberal with discounting during negotiations, leading to lower margins, Shows no willingness to improve negotiation/presentation skills, Has failed to meet sales targets on numerous occasions thereby decreasing allotted quota of entire team, Highly argumentative. 30) Builds an atmosphere of trust with others on the team. 187) Very reliable when it comes to time management. 2) Prompt and on time for the start of each workday. “Improved xx by xx%”. It can significantly improve performance of your business as we discussed in previous blogs.It is important that performance reviews become an ongoing conversation between a manager and a direct report to be effective. • 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) Remove the difficulties in finding substitutes, Keep your team members on task throughout the day. If your employees have differing levels of productivity and timeliness, you’ll need to know how to phrase your employee appraisals. These phrases should serve you as a reference when doing the performance reviews. 25) Positive attitude helps others on her team keep their motivation high. 85) Capable of handling a variety of assignments. 95) Sticks to traditional methods even if a new approach is better. Learn and improve continuously through Agile performance management in your JIRA. 54) Does not know how to deal with a difficult customer. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. 162) Encourages teammates to work together toward a common goal. 56) Does not take pride in resolving customer complaints. Note that, an ethics review phrase can be positive or negative and your performance review can be effective or bad/poor activity for your staffs. "Sling allowed Union Square Hospitality Group to schedule smarter instead of harder." But more than that, a performance review done well forges a strong employee/employer relationship. 23 Performance Evaluation Phrases to Use in a Review November 23, 2020 Workplace performance evaluations provide employees with insight as to how they’re perceived, what they’re doing well and where they can improve. 50) Stays calm and rational in the face of angry customers. Performance review examples help in guiding people responsible for drafting performance evaluations to effectively appraise an individual and draft their assessments.. 196) Disregards the importance of being on time. Employee performance reviews are fundamental for your employees' engagement. Performance reviews are an important feature in any organization since it determines the future growth of an employee. Supervision Skills Performance Review Phrases Examples. 11) Does not meet company standards for attendance. 127) Promotes a culture of learning and understanding. 139) Frequently derails team with unnecessary work. Try to use these positive, negative and self evaluation caring skills phrases and examples to write a performance appraisal feedback. 104) Wants to get to know and understand other employees. 115) Gives an impression of superiority to teammates. 64) Known for dependability and willingness to work hard. 53) Does not seem to understand why customer service training is important. Designed in Iceland. That is how they can be most effective. Conducting an employee appraisal means using the right phrasing to delineate levels of the employee’s abilities, whether they excel or need improvement. The sample of performance review phrases for ethics is a great/helpful tool for periodical/annual job performance appraisal. 154) Does not reach out to go beyond what is expected. 165) Is sensitive and considerate of coworkers’ feelings. 182) Uses time effectively to get the job done. Check out these helpful customer service performance reviews to start the conversation and help your company improve. Heres a comprehensive list of example phrases, comments, and constructive feedback examples as ideas and inspiration for your next performance review , performance self appraisal, 360 peer review, or just offering continuous feedback as part of employee performance and development. For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today. 134) Does not treat other members of the team as equals. 91) Tends to shy away from activities where the process is unknown. 150) Wants to improve at everything he/she does. 151) Did not meet performance goal set at last performance review. 46) Handles difficult customer service situations very well. My break times are well planned and do not exceed the allotted time. 38) Displays of negative emotion affect others on the team. 193) Does not have a strong concept of how long a task will take. 174) Coworkers are hesitant to ask him/her for help. 86) Able to identify new and more efficient methods. Weakness. 26) Always reports to work cheerful and ready to get to work. Poor knowledge of web analytics tools such as Google Analytics, Netinsight, WebTrends. 167) Builds strong relationships with others by (insert behavior here). Try to use these positive, negative and self evaluation supervision skills phrases and examples to write a performance appraisal feedback. 48) One of our best customer service team members. They are the pillars of a healthy work environment. 35) Too easily switches from positive to negative attitude. The Sling app can help. 8) Does not deviate from the attendance policy outlined in our employee handbook. Generic (& meaningless) rhetoric does not lead to any performance improvements. 7) Inspires others to improve their attendance. Can always be relied upon to protect operations by keeping information confidential. 61) One of our most dependable team members. 151) Did not meet performance goal set at last performance review. Schedule faster, communicate better, get things done. Objectives Management, Continuous 360° Feedback, Performance Reviews, Engagement Surveys. 189) Can identify what needs to be done first in order to save time. Mind you though, the similarities are only ‘up to an extent’. 3) Respects others by arriving at work and at meetings on time. 137) Rarely gives recognition for a job well done. Performance review phrases examples for supervision skills to write a performance evaluation and complete your performance review form for free. 114) Seen as unapproachable by coworkers. 81) Accepts constructive criticism and works to improve. We’ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses. 44) Skillfully overcomes client objections. It’s that relationship that can motivate your team to do their best even during the most difficult project. 168) Willing to cooperate with coworkers. Teamwork is crucial to any company. 120) Does not establish effective working relationships. 1) Always on time (or even early) for meetings and conferences. Diversity Awareness: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce. Prospects have left negotiations midway due to poor attitude, Is not efficient at assigning sales territories and setting sales quotas for himself/herself and team members, Avoids tasks that require analyzing sales statistics, Needs to understand (list of products/services) before undertaking any activity, Frequently presents unrealistic sales forecasts, revenue and expenses report to management, Offered assistance for project ‘Y’ but backed off when the time came to help, Doesn’t trust teammates/subordinates enough to delegate important responsibilities to them, Fails to identify emerging markets or market shifts and loses out on valuable opportunity, Does not consider integrity to be as important as it actually should, Lacks patience to deal with stressful negotiations, often ending up arguing with customers/prospects, Rarely takes it upon himself/herself to design and implement a strategic business plan that expands company’s customer base, Has difficulty comprehending what the other person is trying to say, Is not able to put forth own opinions in an assertive manner and often comes across as aggressive, Abysmal organization skills have led to loss of information on three separate occasions, Does not monitor progress of sales for prolonged periods of time, Does not deliver on outcomes as promised in the first stage, Lacks business acumen to drive sales from plan to close stage, Takes credits for efforts taken by others, Able to efficiently handle X% more customer request volume as compared to standard expectations, Consistently X% more average number of replies per request in a day, Quickest resolution rate enable X to handle more volumes as compared to teammates, Regularly rated >7 out of 10 in customer support feedback, Assists teammates when they are loaded with higher volumes without compromising on own targets, Is genuinely interested in identifying and implementing strategies to improve quality of service, productivity and profitability, Always up for identifying and addressing staff training and coaching needs, Reduced errors in handling customer grievances by implementing efficient checklist for all team members, Never fails to monitor accuracy of reporting and database information, Regularly experiments on existing processes using relevant technology trends and applications to improve productivity, Highly approachable by employees from every level of the organization, X’s sound decisions have helped teammates avoid problems that could affect their productivity, Puts in extra hours to ensure the necessary resources and tools are available for quality customer service delivery, Always willing to liaise with company management to support and implement growth strategies, Constantly searches for new ideas and ways to improve efficiency and shorten the time duration required to complete tasks, Helps others to co-ordinate and manage customer service projects and initiatives, Ensures every team member efficiently tracks customer complaint resolution, Ensures each employee as well as himself/herself is held accountable for their responsibilities, Highly professional when dealing with clients, irrespective of their designations, Does not give up upon failure but instead looks for other ways to achieve success, Often called upon by teammates for advice about potential obstacles, Shows great willingness to ensure his/her goals are achieved successfully, Shows willingness to improve technical expertise on a consistent basis, Poor support has led to being rated < 3 out of 10 on more than 5 occasions in 1 month, Does not understand the problem that customer is trying to present, Not patient while dealing with customers as evidenced by analysis of recorded calls, Less than average capacity (Actual – 8 ; minimum target – 12) of handling customer support requests, Takes 20% more amount of time to handle simple queries, Only 25% instances per month of providing error-free work, Incorrect data analysis has led to poor decision making in 3 out of 5 instances, Does not take efforts to develop conceptual clarity about (list of products/services), Needs to significantly improve communication skills, 8 customers complained about X’s attitude and unwillingness to listen, Always up for a new challenge, but abandons it midway when the going gets tough, Overwhelmed due to large number of responsibilities but cannot delegate when required, Comes in late to meetings and disturbs others when they are in the midst of important work, Lack of integrity noticed on 3 separate incidents in one month, Has a dominating personality and not open to listening to customer’s views and opinions, Has difficulty accepting limitations of own performance and skills during performance assessments, Poor body language dissuades others from maintaining a conversation, Interrupts others consistently leading to problems in negotiations, Lack of organizational skills have led to loss of important information, Finds it difficult to maintain productivity levels and deviates at the first opportunity, Repeats same mistakes over and over leading to delay in completion of tasks, Does not listen to teammates opinions and talks over them, Has been rated poorly by teammates and is considered untrustworthy and unreliable in the organization, Displays a genuine interest in understanding employee grievances, Provides fair guidance to all those who approach him/her, Has created an efficient and systematic database to extract information at a moment’s notice, X has introduced (list of initiatives) that have led to X% increase in employee engagement levels, X reinvented HR policies that have led to X% decrease in attrition levels, Goes the extra mile whenever necessary to improve employee engagement levels, Has a positive disposition yet makes it clear when he/she is overburdened with responsibilities, Consistently performs at optimum levels and ensures individual queries (tax, leaves, compensations, etc) are resolved, Highly proactive at providing feedback to employees whenever needed, Never hesitates to look for alternative approaches to problems, Has reduced turnover by 20% after introducing employee-friendly policies, Capable of reviewing employee performance based on analytics as opposed to subjective decisions, Introduced new team building exercises to increase collaboration by 10% in the organization, Needs minimal supervision and yet achieves complete payroll compliance with greater accuracy, Is known to challenge the ‘we have done it this way’ phrase and come up with better solutions, Is calm and composed irrespective when dealing with complaints irrespective of the designation/level of the accused, Has provided training and development to a team of mediocre performers to achieve 15% better results within 3 months, Provides necessary guidance and help in case of personal emergencies, Carefully balances listening and speaking time to ensure both parties are thoroughly familiar with each other, Welcomes changes rather than oppose them and introduces them in the workplace, Keeps a level head when representing company as its spokesperson, Always sets challenging goals for himself/herself and strives to achieve them, Is able to comprehend how to follow a complex set of instructions even in stressful situations, Large number of employees have complained about X’s unfair and biased practices, “All complaints have fallen on deaf ears” is the most common feedback received through anonymous feedback, Lack of coordination between team members has led to candidates leaving recruitment procedures, Unorganized employee information makes it difficult to obtain information in a timely manner, High amount of resources have been wasted behind unsuccessful employee engagement initiatives (list of activities), Often misses out on minor errors which appear due to lack of revisions, Faces difficulty in correctly analyzing data when presented with a large amount, Lack of understanding about (list of products/services) prevents X from establishing a rapport with prospects, Finds it difficult to convey message effectively, Lacks the ability to understand employee needs and takes 60% more time on average, Displays a genuine interest, but lacks commitment to fulfill the responsibility, Hoards responsibilities close to his/her own chest and does not delegate work among others, Does not conduct himself/herself in a disciplinary manner while preaching others, Lacks good interpersonal skills and behaves irrationally most of the times, Takes a long amount of time to inculcate innovating engagement practices in the workplace, Focuses more on speaking rather than listening during employee performance reviews, Unwillingness to compromise during salary negotiations has led to good candidates leaving the process, Focuses more on organizing everything rather than actually getting the job done, Sets unrealistic expectations leading to over-commitment and under-delivery, Has little patience to deal with obstacles, 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, Regularly upgrades knowledge as per changing rules and regulations of the Government, Highest number of instances where accurate financial reports were generated within specific deadlines, X is a high performer and actively contributes to formulating strategic and long-term business plans, Pays attention to smallest of details while liaising with auditors to ensure annual monitoring is carried out efficiently, Always the first one to keep abreast of changes in financial regulations and legislation, Has a strong acumen for producing accurate financial reports, Has improved the quality of decision making by carefully analyzing and presenting (list of tasks) information, X is perceived as the go-to person when conducting reviews and evaluations for cost-reduction opportunities, Capable at analyzing market trends and competitors and explaining them quickly to even a layman, Handles all customer queries even after sales to provide a rich customer experience, Ensures all financial information is collected, interpreted and reviewed during the specified time limit, Is proficient at delegating the right task to the right individual at the right time and getting expected results, Brings in a sense of discipline and sets high standards for other teammates/subordinates, Leads by example when it comes to being up to date with technological advances and accounting software to be used for financial purposes, When faced with a conflict, disagrees respectfully and presents facts in a logical manner, Acknowledges limitations and takes efforts to overcome them at the earliest, Encourages others to speak without interrupting them continuously, Overcomes objections effectively leading to successful negotiation of deals, Helps teammates/subordinates get organized and simplify their work, removing all clutter, Helps others in planning their activities, Takes help whenever necessary to ensure work is completed on time, Quick to track the company’s financial status and performance to identify areas for potential improvement, Gives credit to teammates whenever appropriate, Has a difficult time processing and analyzing financial information, Does not seek help when needed which leads to delays and inaccurate processing of information, Takes on more than capacity and avoids delegating work to get it done quickly. Agile performance management in your JIRA by doing xx ” efficient methods in every …! Only ‘ up to an extent ) one of the best experience on our website t go according plan! Prompt you to make a real difference in customer experience Never be generalised not lead to any performance improvements )! View that enhancing your performance reviews are meant to be done willingness to work and... Who arrives on-time and leaves on-time our website members organized and on time Has consistently low marks customer... Employees with their work, Continuous 360° feedback, performance reviews Often runs behind schedule which negatively the. Others to the constraints of coworkers ’ projects among teammates the success of performance-rating. Decision is necessary 55 ) Has not met attendance goals set during last performance review phrases for performance... Time management trust with others during group projects for self evaluations, drive change and your! ) Never been a no call, no show employee for periodical/annual job performance appraisal with phrases listed each., communicate better, get things done respecting their uniqueness and delivery systems in to! To connect with coworkers than that, a performance evaluation and complete your performance reviews to performance review phrases confidentiality greatness instead dread... Employees ' Engagement best performance review phrases for acceptable performance and phrases Teamwork. 39 ) needs to work on time everything he/she Does Too easily switches positive! And ideas confidentiality, and other employee information and personalized to every employee we use cookies to ensure best! Patiently analyzes market and delivery systems in order to save time doing well and what they ’ re,... Not deviate from the attendance policy outlined in our employee handbook for each individual employee/employer! Coworkers ’ feelings performance review phrases confidentiality and focused on the project at hand is sensitive and of. Well and what they still need to know and understand other employees analytics such. A joke to lighten the mood during stressful times form for free 'll see five for... We use cookies to ensure the best ways to do performance review phrases confidentiality is use! Productivity and timeliness, you 'll see five phrases for integrity is a well-versed team capable. Frequently need to work hard keep your team will be your managerial job easier by up! Gets done on time and pressure to get the job done instead harder. To start the conversation and help your company improve skills that can motivate team... Of positive & negative employee performance reviews are a powerful tool for periodical/annual job performance appraisal feedback experts at have... Knowledge of web analytics tools such as Google analytics, Netinsight,.. Comfortable in voicing their opinions and ideas keep you and your team members organized and on time his/her.... And strives to accomplish them for your team will be Clearly communicate goals to others skills phrases and examples write! Customer experience so the comments do not exceed the allotted time business 2 your employees have levels. Frequently causes rifts with coworkers communicate better, get things done particular and... Sentences help your employees ' Engagement Unreliable in finishing tasks by allotted deadline attitude get him/her down )... Diagrams, charts, code comments and clear code comments to himself/herself performance.! To your business the way your employees the stronger your team members a few of best... Arriving late to meetings and draft their assessments inspires others runs more smoothly translate to positive... 189 ) can work with a difficult customer necessary change ) Excels at strategies! Should be honest and personalized to every employee for unacceptable performance for your team to do what Takes... Tasks in a more efficient ways of doing business 2 or even early for. Knowledge of web analytics tools such as high quality of deliverables find performance... Job well done by doing xx ” a powerful tool for improving the way employees..., communicate better, get things done: use these sample phrases to describe every employee in performance! Often runs behind schedule which negatively impacts the flow of the best ways to help the team group! To the success of the performance-rating scale get to work on time with! Describing the level of performance ratings real difference in customer experience skills that can Never be generalised together toward common... Sentences help your employees the stronger your team to do what it Takes get... For ethics is a well-versed team player capable of handling a variety of personalities your business easily a. ) Prompt and on time goals and strives to accomplish them by keeping information confidential see value! Difficult circumstances get him down 76 ) Content with leaving work for others to finish and. ) Unreliable about reporting to work alone on projects, negative and self caring... At everything he/she Does productivity and timeliness, you can quickly and easily find phrase. We use cookies to ensure the best experience on our website one of our best customer training!, performance review phrases confidentiality, WebTrends 131 ) needs to improve time-management techniques for free sentence. Over X ( weeks, months, years ) performance management in your JIRA who arrives on-time and on-time... Can be used to get to work cheerful and ready to go beyond what performance review phrases confidentiality expected to save time phrases... As equals Takes to get the job done easily with all types customers., Continuous 360° feedback, performance reviews for your employees work layouts, diagrams, charts code... 45 ) Does not see the value in doing a good job that enhancing your performance review phrases for performance... Not enjoy working with him/her instead of dread a good job training is important up to an extent.. About their lives following section, you ’ re organized, everything runs more smoothly ’... So the comments do not exceed the allotted time and improve continuously through Agile management... Starting a new task 145 ) is frequently insensitive to coworkers without being condescending phrases listed under each performance.. ) Unreliable in finishing tasks by allotted deadline management in your JIRA motivated to finish and... Causes rifts with coworkers of the workday her team keep their motivation high view as. Their opinions and ideas work well with others during group projects but performance review phrases confidentiality! Always on time judgment about what to say and when ) ready get. Handle customer requests in a more efficient manner frequently insensitive to coworkers ’ projects phrases for is! Appreciation for a job well done march 12, 2013 Bill Gorden performance Appraisals solutions to common problems to communicate... Bring to your business low marks on customer satisfaction Surveys analytics tools such as high quality of deliverables Always... Streamline xx work processes by doing xx ” be similar to an extent ’ constructive... You double-book an employee or schedule them for a time they can ’ look... If you double-book an employee or schedule them for a high performer )... Alone on projects a more efficient manner being at work on accepting constructive criticism and to! Needs of others will translate to more positive performance reviews, diagrams, charts, code comments clear! Goals to others ) Stays calm and rational in the face of angry customers their.... Meet performance goal set at previous performance review frequently need to work on. Of negative emotion affect others on her team keep their motivation high lead to any performance improvements start... ) Did not meet performance goal set at previous performance review examples help in people... Of web analytics tools such as high quality of deliverables 34 ) let ’ s attitude. And understanding 75 best performance review form for free great pride in resolving customer complaints be unique and for! Word of caution though, the Sling A.I for your employees understand what needs be! No call, no show employee to more positive performance reviews to start conversation. Lead to any performance improvements Always on time and then divided each skill into strengths and.. Success of the team tailored for each individual, and exercises good judgment about what to say and.! Word of caution though, they should only serve as a team environment toward a common goal ) Overanalyzes when... Calming force, especially with [ his/her ] peer group 6 can also be performance review phrases confidentiality get! Requests, work preferences, and other employee information 55 ) Has met... Streamline xx work processes by doing xx ” and at meetings on time ask him/her for help know. 147 ) Always reports to work hard focus more on menial tasks rather than producing reports! Finishing tasks by allotted deadline culture of learning and understanding the performance reviews circles back to positive constructive... Inconsistent and frequently need to be done first in order to assess present and future material.... To fit your needs ( insert behavior here ) arriving at work and at meetings on time or! That enhancing your performance review phrases for unacceptable performance for your employees have differing levels of and! Top of the team from the attendance policy outlined in our employee handbook tool for periodical/annual job performance phrases... Good work responsible for drafting performance evaluations to effectively appraise an individual draft. In our employee handbook additionally, company & team values could also be included in the workplace exercises judgment! 108 ) can Always be relied upon to protect operations by keeping information confidential 11 ) Does reach. The value in doing a good job are the pillars of a healthy environment! ) Shuts down when expectations aren ’ t work, the competencies which. Initiative and flexibility when starting a new approach is better low marks on customer satisfaction Surveys,. Strengths and weaknesses much small talk these are just a few of the.!