A performance review, also called a performance evaluation or performance appraisal, is an assessment where supervisors review an employee’s performance at work. Here are some phrases that you may consider when you give a performance review: Providing effective feedback on performance reviews includes mentioning employee achievements. And it gives you a chance to explain the negative outcomes, which is something the individual may not have been aware of in the first place. I encourage you to set an alarm a few minutes before a meeting starts so you come on time. Many companies use 360 degree feedback, which is the process of collecting responses from peers who work with the individual being reviewed. No more paper review notes getting stored in a cupboard and lost forever. Workplace performance appraisals and reviews can often be challenging for managers and supervisors. Hopefully, these phrases helped you better envision the type of feedback to incorporate in your next performance review. The annual performance review can sometimes be seen as an admin-heavy burden, taking away time from your real work. You excel at creating thoughtful marketing decks. I encourage you to start practicing flexibility when it comes to new ideas – it may help you discover time-saving processes. Each of the following steps is vital to the overall success of both you as the supervisor/coach and your staff member(s)/team. Try considering these phrases when you give a performance review: Coaching is the process of assisting employees in improving performance that focuses on closing the gap from where one is to where they want to be. Another important thing to keep in mind: if your feedback is anonymous, that doesn’t give you the liberty to be harsh in your review. This performance phrase is a little different because it gives you the opportunity to incorporate feedback from the colleagues of the individual being reviewed – whether or not it’s anonymous depends on what your team is comfortable with. I’ve asked my team to gently let me know when I do this so I can be more aware of my actions. Our new hire shared that you were instrumental in getting her onboarded onto the team quickly. Ratings are accurate and issued within 30 calendar days of In fact, performance appraisals are often part of the performance management process, although some companies still rely on performance appraisals alone. When you are giving a performance review you may consider using phrases similar to these: It is important that employees adapt to change and accept new processes and comply with them. That’s why we put together this list of performance review phrases – for self-evaluation, managers, and peers – to guide you in the right direction and sharpen your ability to provide useful feedback. I encourage you to start [action] because it will help you [intended result]. If you’ve ever walked away from a performance review confused about where you stand, you’re not alone. The employee performance appraisal process is crucial for organizations to boost employee productivity and improve their outcomes. Many of your team members say you’re a great listener, and they feel comfortable sharing ideas with you. All written performance appraisals are due to Human Resources by July 31, 2017. You don’t want to pat yourself on the back too much, and it can feel uncomfortable to openly share your areas of weakness with others. It’s never easy to be the recipient of negative feedback, so try to practice empathy – especially when sharing constructive feedback with a fellow colleague. Punctuality is one of the strongest virtues an employee can possess. You’re great at solving challenging work problems. Define the where and when to put the feedback into context. To conduct an effective performance review, it’s important to deliver a positive and solution-focused message. This performance review example shows how you can offer constructive feedback, while also praising the employee’s efforts. Here are phrases that assess coaching and training ability: Each employee will likely have a few areas that they can improve in. It’s important to make sure this action is one either you or a team member has witnessed multiple times – otherwise, it’s difficult to justify why your employee is receiving this. I would love to have you continue taking the lead on them, especially since I know you enjoy the creative process. Behaviourally Anchored Rating Scales (BARS): The problem of judgmental performance evalu­ation … Productivity is also a good indicator of an employee’s engagement. One way to combat this mental block is to utilize phrases that are more objective in nature. Indeed is not a career or legal advisor and does not guarantee job interviews or offers. It would be beneficial for you to start taking notes during stand up so you don’t forget any of the tasks or feedback that were shared with you. I think you could improve on staying focused during meetings and brainstorms. This is something you should be aware of and not do moving forward. Easily apply to jobs with an Indeed Resume, Active Listening Skills: Definition and Examples. When you supported my idea in the brainstorm, it gave me the confidence to advocate for my project. It’s never easy to be the recipient of negative feedback, so try to practice empathy – especially when sharing constructive feedback with a fellow colleague. You don’t want to pat yourself on the back too much, and it can feel uncomfortable to openly share your areas of weakness with others. Sharing feedback about someone you work with every day, who you may be friends with, is tricky – especially when the feedback is constructive. I recognize that I could improve the way I run meetings, which I plan to do by coming up with more focused agendas. Though Anthony displays a passion and talent for reporting, his inability to work effectively as part of a team hinders his success. After the employers, the second target base for the performance appraisal examples would be the employees as they are at a receiving end regarding benefits. Performance reviews may help employers to: Many performance reviews are categorized by skills and goals with phrases that correlate to each category. The more specific you can be with this feedback, the more impactful it will be for the employee. In the process of performance appraisal, expectations work as the standard tool. I showed dedication as a manager when I guided an employee through a work conflict. Here are problem-solving phrases that will make your employee aware of their problem-solving abilities: Setting goals can help you gain both short- and long-term achievements. Explain how the individual’s action has affected you or others. While considering your employee’s attendance and punctuality performance, you may write down these sample phrases: It is essential that employees remain productive during work hours to contribute to the goals of the company while producing high-quality work. I planned a successful PR offsite and, as a result, the team produced three fresh story angles to pitch next month. ... “A performance review is a process in which an employee’s job performance is documented, reviewed, and evaluated. This way they can develop a plan to improve their performance. Negative performance review example. My feedback is that you stop sending urgent emails late at night. Keeping in mind a constructive approach, below are evaluation phrases for your employees: You excel at [action], and I would love to continue seeing that from you. The employer can use several methods of appraisal… If you’re not comfortable asking an employee to stop doing something, you can flip it and ask them to start doing something instead. Everyone makes them, but it makes the resolution a lot smoother if there’s no finger pointing. Measure Actual Performance: This is the third step involved in the appraisal process. I know that I interrupt others unintentionally. I’m going to stop micromanaging my colleagues because I know it makes them feel like I don’t trust them. An effective review should discuss an employee’s strengths and areas of improvement in a way that is constructive and motivating. Remember that these are just starting points; you should feel empowered to mix up the phrases, tweak them to fit your management style or come up with your own if you didn’t see any that resonated with you. I’d love to see you continue to take the lead on this for future projects. Effectively deals with others, both internally and externally. Divided into categories depending on what skills or goals you are evaluating, here is a list of common performance review phrases for each skill: There are two ways that creativity are essential in the workplace: creative thinking and creative problem-solving. I successfully completed [project or milestone] and, as a result, achieved [results].. I set up multiple goal checkpoints, which led to the marketing team hitting all its Q1 KPIs. The phrases are organized by the different skills, attributes and aspects of performance that are commonly covered in reviews. performance plan that focus on results achieved, contain at least one element that is aligned with organizational goals, and are in place within 30 calendar days of the beginning of the appraisal period. Here are some effective phrases tо assist you when you give a performance review оn interpersonal skills: Problem-solving is the skill of defining a problem to determine its cause, identifying possible solutions and choosing the correct solution for the problem that is presented. The last one you suggested was one of our most successful campaigns, and everyone considers it to be a big win. To review, an employer will use an employee performance appraisal to review an employee's performance during a period of time. While it’s tough to talk about the areas you need improvement in, this performance review phrase is helpful because it immediately offers a solution to the “problem.” This shows your manager that you’re proactive, self-aware, and driven because you’re taking ownership of your weaker areas. They provide feedback to a person on their overall contribution for a period. In this article, we discuss what a performance review is, common skills that are assessed during a performance review and examples of performance review phrases. Employers set expectations or target that are meant to be achieved by the employees within a set period. I’m going to stop calling out people for mistakes in meetings because I know it can be embarrassing and isn’t the appropriate way to handle the situation. I need to show more composure in stressful situations. It pinpoints a specific action that you know has negative results or consequences, and it demonstrates your commitment to avoiding it in the future. I want you to keep speaking out about processes you think could be improved. I encourage you to keep building a relationship with our remote team. You helped me navigate multiple stressful situations by allowing me to bounce ideas off of you. An important note to keep in mind is the presence of. I attended five events and, as a result, exceeded my sales quota by 10% this quarter. Get our newsletter, event invites, plus product insights and research. Is this a process you’d be interested in taking over in the future? To do this, I’m going to practice mindfulness and step away from my desk when I feel overwhelmed. Sample Chief Executive Officer Performance Appraisal Process and Assessment Form . You should feel empowered to continue addressing those situations. These checklists and tips help guide you through preparing for performance evaluations, conducting employee reviews, avoiding common appraisal mistakes and pitfalls, and following up with employees after the appraisal is complete. The art of giving clear, intentional, and valuable feedback is tricky to master, which is why so many employees have experienced underwhelming performance reviews. If a manager or a person on a senior level has a good stock of precise, clear, and constructive performance appraisal phrases, it not only aids the identification of strengths and weaknesses of people who work in the organization but also helps to ascertain and give every employee what he/she truly deserves. When each person relies on input from others to complete a task, the workflow continues at a steady pace and this can only be achieved through cooperation. I think you could improve the way you share updates with the rest of the team. Performance review examples. The Secrets to an Effective Performance Review: Examples, Samples, and Forms. However, their ability to relate to their … I love how you take ownership of problems – even when they’re not your own. It gives the impression that you aren’t engaged and is distracting for others as well. Employees should be coachable so that they can perform at an appropriate level for their job role. Performance Appraisals Are Annual. Please continue being as honest and proactive as you have been about your work. You can set professional and personal goals to improve your career. This phrase shifts the focus from a specific action to a general behavior. It's time to try something new. I implemented a new update, which resulted in a 10% increase in website engagement. Give feedback to employees on their current performance and make organization expectations clear. When you publicly gave me credit for the project we worked on together, it made me feel recognized. The way you handled the conflict on your team was so professional. Performance Appraisal Process: The Steps. It would be great if you could recognize when you need help, and ask for it, so we can avoid any wasted effort or time. Performance appraisal form should be able to collect all the necessary information needed to manage performance easily. Allocate promotions or pay raises appropriately. It can be useful to have some effective performance review phrases to help you conduct an in-depth review that provides valuable feedback on skills and goals that are important to your business’ success. I’ve received positive feedback that this has really helped the team [result]. Expectations can also be set in terms of behavior. I really respect how you managed the expectations of the CEO about our PR goals. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. This is a great phrase to use if you have strong data points to share. Try these phrases based on the template above: I’m going to stop doing [action] because I know it results in [consequence].. has shown that managers and peers – regardless of gender – tend to give women more personality-oriented feedback and men more work-oriented feedback. Describe the specific behaviors that you observed directly. Note: The following is intended to be an example that boards may adapt to meet their individual chief executive officer (CEO) evaluation needs. When you offered to take one of the writing projects off my plate, it made me feel supported because you recognized that I was busy and stepped in proactively. Here are phrases that you may use when you give your performance review: Employees should strive to be accountable for their own work and own the mistakes they make and do their best to fix them as best they can. . Many organizations conduct reviews annually and others conduct performance reviews quarterly, monthly or even weekly. However, taking the time to complete your self evaluation is an important opportunity for employees. An important note to keep in mind is the presence of bias when giving feedback. This performance review phrase is less focused on your behaviors and more focused on the results of specific milestones or projects you completed. I’m aware that you cancel your one-on-one meetings almost every week. Sara Kaplan, Social Media, Content, and PR Manager at. This also follows the SBI feedback model and will help your peers understand what action, and why, was so useful to you. In this stage, … Identify strengths and weaknesses of individual employees and teams as a whole. If you provide feedback that you wouldn’t feel comfortable confronting in person, you may run into resistance.”. I would love to see you continuing to push back on anything you don’t feel sets our team up for success. While it’s tough to talk about the areas you need improvement in, this performance review phrase is helpful because it immediately offers a solution to the “problem.” This shows your manager that you’re proactive, self-aware, and driven because you’re taking ownership of your weaker areas. Self-evaluations can be awkward. To use this model, you structure your feedback around the following components: Based on this advice, below are self-evaluation phrases you can use: I demonstrated [behavior] when I [example]. , suggests a specific framework to make the process a bit easier. Throughout the performance review, a supervisor will identify employee’s strengths and weaknesses, set goals and offer feedback for future performance. Appraisal processes start with establishing … Sample performance appraisal language seen in various industries define “Communication” along the lines of the following: Communicates clearly and effectively at all levels. They told me how much they appreciate your consistent and clear communication. In most cases, the employee is provided with feedback about the effectiveness of his or her performance. When you did [action], it really helped me [result]. This framework is also beneficial for making clear to employees how they can take action on their own personal development. You should block off time on your calendar to get your administrative tasks done on time, which are easy to let fall through the cracks. Your feedback helped me refine my ideas for my last presentation, which ended up being a success. At my company, I’m asked to give feedback in the following format: Stop/Start/Keep Doing – it helps frame things constructively! To learn more about performance reviews and how you can improve them at your company, download our performance review ebook. I demonstrated my collaboration skills by planning the holiday party with a full committee. Mid year reviews are conducted timely and according to Agency guidelines. What is active listening, why is it important and how can you improve this critical skill? Your presentations tend to be scattered and don’t represent your team’s efforts well. I think you could improve on [action] because [reason]. This example appears like a perfect performance appraisal, but it’s actually an example of how to inappropriate: The feedback glosses over any specifics regarding the employee’s actual work and instead offers vague, inflated comments... Any mention of trouble on the team is ignored. Here are some phrases that you may apply to a positive review of an individual's accountability. Short on time, short on support: And it gives you a chance to explain the negative outcomes, which is something the individual may not have been aware of in the first place. It’s more of a suggestion based on behavior or results you’ve witnessed, rather than an ask to “stop” a certain behavior since this is communication between two peers. I encourage you to keep doing [action]. I would love to see you do more [action] because [reason]. While development should be owned by the employees, managers can use these phrases to help track progress and keep them accountable. Performance review phrases for self-evaluation, Self-evaluations can be awkward. 33 Performance Review Examples and Sample Phrases. I finished a content audit and was able to pinpoint the gaps we need to address in Q2. Sara Kaplan, Social Media, Content, and PR Manager at Weploy, suggests a specific framework to make the process a bit easier. My ask is that you stop using your laptop during meetings. Here are 12 common performance review skills: The phrases you use in a performance review makes a difference in the overall effectiveness of the review. You can also take this further by asking questions on what other actions they might take or change if the feedback is constructive. Employees aren’t often thrilled about the performance review process, either. This step in the appraisal process focuses on gathering feedback on an employee’s performance from different stakeholders across the organization, and sometimes, from external individuals. Here are some phrases that may apply to an employee’s adaptability: Communicating effectively with supervisors, colleagues and clients is essential throughout various industries. Performance review phrases for peers . I encourage you to keep being a sounding board for your teammates. As a manager, you serve as the gatekeeper for your employee’s feedback – so there’s a lot of pressure to deliver it in an impactful way. It sets a great example for me. Unfortunately, the former is less actionable and can contribute to the gender gap, so it’s critical to be mindful of this when utilizing these phrases. Documenting your achievements and outlining your core strengths and weaknesses allows you to identify areas for professional growth and gain insights through … Not every employee is bubbly and happy. Amazing Examples of Performance Appraisal Phrases – Take Your Pick. I really appreciate it when you give constructive feedback. The early performance appraisals were often checklists that measured psychological traits rather than performance. Explain individual and organizational goals. This phrase is effective when talking about your positive performance because it identifies strength and provides an example as a proof point. Based on the performance results achieved, check one definition that best describes the staff member’s overall performance. My goal is to stop coming to meetings late because I know it’s disrespectful of everyone’s time. Sometimes, people get left out of the loop so not everyone is on the same page. No more apprehension from your employees regarding what’s happening, why it’s happening, … Lauren Linzenberg, Founder & HR Consultant at. These phrases identify common areas of improvement: Good interpersonal skills combine multiple skills that are often prerequisites for many jobs. Since one of our core company values is “learning faster through feedback,” we always strive to improve in this area ourselves and share what we learn with others. By using Process Street specifically – which has a free template library, with an assortment of performance appraisal templates – the process is streamlined and standardized.. No more unstandardized internal reviews. 100 Performance Review Example Phrases The examples listed here are designed to spark some ideas and get you thinking about how to approach performance reviews for your team members. Unfortunately, the former is less actionable and can contribute to the gender gap, so it’s critical to be mindful of this when utilizing these phrases. Creativity and innovation. I really appreciate it when you [behavior], such as when you [example]. The performance plan appraisal review process includes three “pass” reviews of individual performance plans with specific feedback on criteria specified in the PAAT, general briefings to managers and human resources officials, and one-on-one consultation with appraisal plan holders if … Chris Zeller, an Executive Recruiter at. It would be helpful to explain why you update something instead of changing it without context. You’re creating stress for the other team members outside of working hours, and it’s not a healthy habit. Here’s how to identify which style works best for you, and why it’s important for your career development. I showed strong time management skills and teamwork when I took over my teammate’s work while he was on vacation and completed all my own tasks as well. I won’t change project deadlines without alerting everyone else involved because I know it affects people’s workloads. If you have any questions regarding the appraisal process, please contact me at jsafox@ucanr.edu or Mary Roberts at maroberts@ucanr.edu . Help team members develop as employees and people. Attendance and reliability are important factors in evaluating individual performance because consistent attendance and punctuality are requirements at most workplaces. I admire the proactiveness you brought to our most recent project because it helped me plan ahead and prioritize my work. The above example gives clear idea about expectation in terms of job performance. I really appreciate the feedback you shared with me about my communication style – it helped me identify and improve on an issue I wasn’t even aware of. There is one skill that can massively impact the way existing and emerging leaders are perceived by their peers and superiors: demonstrating initiative through being consistently solution-focused. Our research has shown that managers and peers – regardless of gender – tend to give women more personality-oriented feedback and men more work-oriented feedback. My feedback is for you to stop [action] because it results in [consequence]. With this performance phrase, you’re calling out behavior that you want to encourage an employee to keep doing. Unfortunately, he often fails to meet deadlines and lacks consideration for others. offered her perspective on how to approach this challenge: Another important thing to keep in mind: if your feedback is anonymous, that doesn’t give you the liberty to be harsh in your review. ✓ He is a detail minded person and his work is always completed … This performance phrase identifies a specific instance – the more recent, the better – when you really appreciated your colleague’s contribution. I’m going to start planning ideas ahead of time so I feel more prepared. Establish performance expectations and standards. It’s important to make sure this action is one either you or a team member has witnessed multiple times – otherwise, it’s difficult to justify why your employee is receiving this constructive feedback. Kate Snowise, an executive coach and manager, says. Since it’s not a subjective assessment of your personality, it’ll feel less awkward to talk about yourself. If you’re not comfortable asking an employee to, doing something, you can flip it and ask them to, doing something instead. Performance appraisals should be positive experiences. I know I need to speak up during brainstorms. When you raise your voice during discussions, you make other people uncomfortable. Staff Appraisal – Open EndedStaff Appraisal – Structured ResponseStaff Appraisal – ChecklistStaff Appraisal – Combined Goal Setting/PA TemplateStaff Appraisal – Signature PageThis standard signature page must be attached to each PA if none of the above templates are utilized by a department. This is a way to let your employees know that a specific and observable action they’ve taken is undesirable. I appreciate the way you took ownership for and fixed the bug in the code. Performance appraisals perform three important functions within companies. It is essential to find one that suits the nature of your business and performance management needs. Here are some examples to illustrate this point: Many companies use 360 degree feedback, which is the process of collecting responses from peers who work with the individual being reviewed. The balancing act of delivering positive feedback while also providing constructive comments can be challenging. Here are some phrases that may help you recognize your employee’s achievements as during their performance reviews: This skill is important to evaluate because an employee should be willing to cooperate with their co-workers to make sure team-based projects and daily tasks are completed in a timely manner. Review the definitions in the Summary of Performance Section on page one of the appraisal. Multiple people mentioned how skilled you are at keeping everyone on track with tight deadlines, which has been beneficial for the team’s productivity. I’m going to stop raising conflicts in Slack because I know messages can be easily misconstrued and some problems are better resolved in person. The success of performance management process heavily relies on selecting a good performance appraisal form. Interpersonal skills. An easy way to understand the difference between the two is that performance appraisals are reactive, and performance management is proactive. Review the appraisal with your supervisor or manager, if necessary. And when you share it, describe the impact that it had on you or others. You saved me a lot of time when you pointed out the error in my code early. I would love for you to continue sharing fresh ideas at the monthly brainstorm. This way, your employee knows their performance or action is appreciated by people beyond just you. I would love to see you be more thorough when handing off projects because it’ll make the transition more seamless. Lauren Linzenberg, Founder & HR Consultant at MENSC{HR}, recommends doing a gut check: “Make sure you’re comfortable saying what you wrote in the review to the person’s face. It would be great to see you engage more during our status meetings because it feels like you’re frequently uninterested in what the rest of the team is working on. The Board of Trustees is responsible for conducting the CEO evaluation and regularly reviewing the It is important to give them specific feedback on areas they may struggle in. There are two ways that creativity are essential in the workplace: … Performance reviews can be difficult for everyone, manager and employee alike. I would love to see you take more ownership for your mistakes. For instance, instead of asking them to stop being late to meetings, you can encourage them to start planning ahead for meetings so they get there early – pick whichever phrase better suits your management style. I would really appreciate it if you could be more open to other people’s suggestions because new perspectives can be valuable. For example, employees were judged on their intellectual abilities and emotional stability. Meet with the staff member to discuss the appraisal. managers need our help. Christine Tao, Co-Founder and CEO of SoundingBoard offered her perspective on how to approach this challenge: Being specific and timely helps – the more you can catch or note the behavior close to when it occurred, the better. Phrases – take your Pick between the two is that performance appraisals reactive... And brainstorms if the feedback into context offer constructive feedback fresh story to. Areas of improvement: good interpersonal skills combine multiple skills that are more objective in nature, please contact at... Is it important and how you take more ownership for and fixed the in. Progress and keep them accountable are organized by the employees within a set period last week suggests... Documented, reviewed, and they feel comfortable sharing ideas with you and of! It may help you [ behavior ], such performance appraisal process example when you [ behavior ], such as you! 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