Annual Performance Review Employee Quality of Work Examples

Operation review isan essential tool for accelerating your squad'south growth. So, as a manager, it'south not merely what you say, it'south also how you say it tin make the operation review constructive and constructive.

Awkward conversations. Managerial monologues. Mixed messages. Vague statements. Defensive reactions. All too often, performance review meetings between managers and employees devolve to include some or all of the in a higher place.

The skillful news is that if managers take a structured and balanced arroyo to performance reviews – and prepare adequately in advance – these issues tin can be avoided.

So, read on and acquire how to build constructive performance reviews effectually the post-obit key phrases. And if you're an employee, these phrases can assist you ease your nextself-evaluation.

1. Overall performance review phrases

Here are examples of loftier-level summaries or overall overviews for two very dissimilar employees: Tom – an infrequent performer – and Jane – who has multiple areas for comeback:

Meets expectations

• Tom has demonstrated the value he adds to the team and consistently exceeds expectations in all aspects of his job performance.
• He shows attention to particular and delivers work of an exceptional standard. Tom is a strong team player and has gained the respect of both his colleagues and senior stakeholders.
• He has responded admirably to changing and sometimes challenging situations, always retaining his professional demeanor and positive attitude.
• Despite operating in a enervating and loftier-pressure environment, Tom has proactively sought opportunities to grow and acquire new skills.
  

Does not meet expectations

• Jane seems to be struggling to grasp and arrange to some of the requirements and expectations of her role. Her demeanor in the part is somewhat negative, affecting her team's morale and drawing criticism from senior stakeholders and colleagues.
• Jane does non testify a sense of urgency in coming together deadlines and delivering work of a high standard. Work is frequently left unfinished and of poor quality. Her timekeeping is somewhat haphazard, and she seems reluctant to follow procedures.
• Information technology is recommended that Jane engage in some training and mentoring support to assist her in building the skills and capabilities she lacks.

In the sections that follow, nosotros'll look at some of the nigh common areas in which employees are frequently evaluated. For each, we'll offer some sample phrases that you can include and/or customize.

2. Functioning review phrases near quality of work

While this is one of the most critical requirements when reviewing an employee'southward job functioning, information technology'southward 1 of the most difficult to evaluate. For this reason, the words and expressions you employ should be carefully chosen. These phrases will exist useful to depict on when evaluating a person's quality of piece of work:

Meets expectations

• Detail-oriented and results-driven.
• Settle only for delivering services of loftier quality to customers.
• The quality of the results delivered has contributed to the company'southward reputation and bottom line.
• Be trusted to deliver loftier-quality work on time, every time.
• Invest extra fourth dimension in projects to ensure that all deliverables are of a loftier standard.
• Be committed to e'er finding new means to deliver better value.
• Set exceptionally high standards.
• Quality of piece of work exceeds expectations on every occasion.
• Committed to producing the very best piece of work at all times.
• Complete tasks thoroughly and beyond expectations.

Does not meet expectations

• Delivers an inconsistent quality of piece of work.
• Fail to reply to colleagues' requests or client complaints.
  
• Fail to demonstrate a commitment to quality.
  
• Plough in piece of work that is below par.
  
• Assignments are poorly thought through and often total of errors.
  
• Non follow the company'due south procedures and policies.
  
• Expect others to finish incomplete tasks.
  
• Leave work before all agreed tasks are completed.
  
• Not follow established processes.
  

3. Performance review phrases nearly task knowledge

Employees who accept rich knowledge about what their chore entails and what is required of them are the most productive. Use this list to guide your word about how well you rate an employee'due south job knowledge:

Meets expectations

• Arroyo technical challenges with a practiced eye.
• Apply skills to boost the company's quarterly revenue numbers.
• Use technical cognition creatively to solve issues.
• Saved project X from failure past proposing a new technical approach.
• Explain technical subjects to peers in a relatable manner.
• Build the team's knowledge base past sharing expertise on technical issues.
• Employ expertise creatively.
• Tin take theoretical concepts and apply them to practical challenges.
• Find solutions to longstanding problems through their technological insights.
• Interpret technical data into user-friendly language.

Does not run across expectations

• Cling to outdated solutions.
• Offer inaccurate technical information or specifications.
• Answer questions using confusing, overly technical language.
• Unwilling to offer technical help to less-experienced team members.
• The technical skills set is inappropriate for the tasks at hand.
• Blueprint flawed solutions that require significant rework.
• Unwilling to recertify with upwardly-to-appointment qualifications.
• Ignore opportunities to expand expertise.
• Not stay up to engagement with manufacture trends and developments.
• Permit technical details to overshadow the customer's business trouble.

4. Performance review phrases virtually initiative

Initiative is an essential trait of high-performing people. Employees with initiative stand out from their peers through their willingness to human action without being asked to. Here are some phrases that you tin can draw on when evaluating and discussing your employees' levels of initiative:

Meets expectations

• Proactively seek out new tasks to work on.
• Work well without whatsoever supervision.
• Be able to set goals and priorities and accomplish them.
• Flexible arroyo to conform shifting priorities.
• Find new, creative ways to overcome challenges.
• Take pride in completing projects on fourth dimension.
• Always on the lookout for new means to amend and evangelize value.
• A champion of new ideas and approaches.
• Willing to cover new opportunities and accept on boosted tasks.
• Communicate with all stakeholders to ensure the job gets done.

Does non meet expectations

• Over-sold capabilities in job application/interview.
• Crave constant supervision, or else specific tasks do non get completed.
• Resist learning whatsoever new skills or improving existing ones.
• Hard to inspire to take on new challenges.
• Rarely add value to projects across the basics of what is required.
• Cannot cope under force per unit area or adjust to new or unfamiliar tasks or circumstances.
• Shy abroad from making decisions.
• Fail to come up with new ideas or solutions to problems.
• Has difficulty setting priorities.
• Often start projects without thorough upfront planning.

five. Performance review phrases near communication

It's vital that people have practiced written and verbal communications skills. Simply it goes beyond that: communication is also almost people's attitudes and willingness to cooperate and share information, insights, and learnings with others. Here are some performance appraisal phrases that yous can use when reviewing an employee'south power to communicate:

Meets expectations

• Go on all stakeholders upwards to speed on projects' condition.
• Accept and share notes and updates regularly.
• Inquire questions and shares information with the rest of the team.
• Ensure questions are clarified before taking actions that will impact outcomes.
• Communicate effectively and clearly with direct reports then that they always know what is expected of them.
• Regularly engage with customers directly to hear their thoughts and feedback.
• Ensure that everyone understands the goals of a specific project and shares regular updates.
• An effective listener and takes time to understand what others are saying.
• Facilitate conversations with team members that bring out new ideas and solutions to problems.
• Be able to articulate complex, technical concepts in apparently language.

Does not meet expectations

• Gets defensive if questioned or given constructive feedback or criticism.
• As well introverted, which impacts constructive teamwork.
• Avoid conversations with management and superiors.
• Fail to proceed team members updated on important projection developments.
• Not communicate with others every bit they experience information technology is not necessary as long as the job is done.
• Never ask for assistance.
• Unwilling to talk to customers who have a problem.
• Become overly intimidated if asked to make a presentation or speak in front of the team.
• Written communication skills are sub-optimal.
• Poor email etiquette.

6. Performance review phrases about teamwork

When teams piece of work finer together, they deliver results more than quickly, which impacts the concern's overall performance. Carry in mind, withal, that some people are not natural team players and may demand to be guided and coached. Here are some useful phrases that can aid you express your feedback to people in this area:

Meets expectations

• Heed to others without interrupting.
• Invite ideas and suggestions from squad members to solve challenging issues.
• Encourage idea-sharing and initiative.
• E'er ask what the team is doing to ensure anybody is engaged.
• Respect the ideas and input of other team members.
• Offering workable solutions to whatever problems faced past the team.
• Ever congratulate team members who practise well.
• Encourage and motivate even the most reluctant squad members.
• Exist a positive influence on all squad members and leads by example, which improves the team's morale.
• Solve team conflicts in a calm and mature style.

Does not meet expectations

• Fail to listen to what other team members take to say.
• Interrupt people when they are talking.
• Publicly criticize team members and brand them look bad.
• Unwilling to assist if needed, which impacts overall team performance.
• Instigate arguments with others.
• Reluctant to piece of work or share ideas with others.
• Arrive late to team meetings.
• Always leave early even if the remainder of the team is working late.
• Only worry almost their own needs and happiness.
• Have credit for other people'due south piece of work.

7. Performance review phrases about integrity

Another surface area that you may be asked to reflect on is integrity. Integrity involves consistently upholding strong moral and upstanding business organisation values. Employees that do the right thing and are honest contribute to an organization's ability to build a strong reputation in their market place. Below, nosotros've listed some useful phrases to consider using when evaluating people's integrity:

Meets expectations

• Highly organized and adept at prioritizing what is important.
• E'er strive to continue commitments.
• Be highly truthful and honest in all dealings.
• Always do what is correct.
• Never betray their principles and company's cadre values
• Demonstrate trustworthiness.
• Keep promises.
• Follow ethical business practices and company'south policies
• Respect confidentiality.
• Avoid role gossip.

Does not meet expectations

• Take breaks if not being watched.
• Make excuses to leave work early.
• Commonly gossip and brand things up about the company or team members.
• Arraign co-workers for their mistakes.
• Speak rudely to junior/senior squad members.
• Make unkind personal remarks.
• Lie to other members of the squad.
• Break the rules.
• Allow personal biases influence of import business organization decisions.
• Withhold important information from the managing director to avert disciplinary activeness.

viii. Operation review phrases most professionalism

Professionalism is an area that covers a broad range of behaviors and attitudes but also extends to bug such as the manner a person dresses and their personal hygiene and tidiness. Examples of performance review phrases that you can draw on to determine the overall professionalism of an employee are given below:

Meets expectations

• Take an excellent work ethic and an engaging personality.
• Display a professional person demeanor even when nether pressure level.
• Welcome challenges and work on them diligently.
• Our customers regularly ask to speak to this person by name.
• Strive for excellence in everything they do.
• Not engage in illegal or unethical business practices.
• Energetic and creative.
• Take setbacks in their stride.
• First-class work ethic.
• Polite and professional in every manner.

Does not meet expectations

• Cannot divide personal life from work.
• Poor hygiene standards.
• Dress too informally for a piece of work surround.
• Not take action to improve their operation.
• Frequently arrive late at work.
• Unwilling to augment their horizons.
• Exist disrespectful to leadership behind their backs.
• Be unwelcoming to new squad members.
• Fail to keep the workspace tidy.
• Become angry and emotional in stressful situations.

ix. Performance review phrases almost leadership

Developing effective leaders is amongst the top challenges for today'due south businesses. Beingness a strong leader goes across just leading teams and assigning people tasks. It involves fostering a potent team civilisation, ensuring people are given opportunities for growth, and resolving conflicts in a calm and mature manner. Apply the following phrases to evaluate the leadership capabilities:

Meets expectations

• Bring people together to create a loftier-operation team.
• The department they manage is recognized for its excellent performance.
• Encourage individuals to embrace challenges with enthusiasm.
• Structure tasks and projects to further strengthen teamwork among members.
• Treat everyone with respect.
• Evidence empathy to people experiencing personal or professional challenges.
• Ensure they develop and apply individuals' unique talents and strengths.
• Set up both achievable and ambitious expectations.
• Guide and support people towards achieving goals.
• Maintain open advice channels.

Does not run across expectations

• Hypocritical: does not set a positive instance through their deportment and words.
• Sow discord and disharmony within previously well-functioning teams.
• Offering no recognition or rewards for a job well washed.
• Remain physically afar from employees.
• Frequently unavailable for extended periods.
• Monopolize the conversation during meetings and does not invite team members' ideas.
• Cultivate a culture of fear.
• Not listen to other team member's ideas and feedback
• Communicate aggressively and through reprimands.
• Prioritize their own needs and career aspirations.

10. Performance review phrases about problem-solving

Employing people with strong problem-solving skills gives companies a ways to continually create new, more relevant ways to evangelize value. But exist mindful that non every employee is a natural problem-solver. It requires a blend of proactivity, creativity, and self-conviction. Consider these performance review phrases when evaluating the problem-solving skills:

Meets expectations

• Evaluate challenges from all angles before deciding on a way forward.
• Open to collaborating with peers to explore solutions to problems.
• Resolves customer complaints professionally and promptly.
• Be decisive when making decisions and then stick to them.
• Take full responsibility for any bug of their assigned tasks
• Tackle problems in a creative and analytical way.
• Stay calm fifty-fifty when required to resolve a problem under loftier force per unit area.
• Articulate problems conspicuously and concisely that everyone can understand.
• Be level-headed when assessing situations and suggesting solutions.
• Accommodate and mind to other people's perspectives well-nigh how to resolve problems.

Does not meet expectations

• Not mind to other people's ideas and opinions.
• Cannot articulate issues in ways that others can empathize.
• Be indecisive when it comes to coming upwardly with solutions.
• Rush to make decisions without thinking things through.
• Fail to monitor progress to ensure that they deliver the desired event.
• Non learn from previous successes or failures.
• Go flustered when facing a tough decision and lashes out at peers or subordinates.
• Unwilling to collaborate with others to begin solutions to problems.
• Fail to provide teams with the advisable corporeality of structure and direction.
• Deal with client-related issues in an unprofessional fashion.

xi. Performance review phrase most omnipresence and punctuality

Although in that location are many companies that give employees flexible time, attendance and punctuality are essential to creating a high-performance workplace. You should expect people to go far at work on time or attend their meetings. Use these phrases to guide your discussion with employees regarding their level of timekeeping, attendance, and punctuality:

Meets expectations

• Adhere to lunch schedules and breaks.
• Always call ahead if they are going to be late.
• Not spend excessive amounts of fourth dimension on personal phone calls or chatting in the coffee area.
• Get in at work looking refreshed and in a positive frame of mind.
• Start and end meetings on time.
• Book vacation time well in advance.
• Willing to put in long hours to get the task done.
• Always see project deadlines.
• Ensure out-of-office motorcar-replies are activated when on holiday or travelling to meetings or conferences.

Does not meet expectations

• Host meetings that ofttimes run overtime.
• Regularly accept more frequent or longer breaks than permitted.
• Use upwardly all their sick go out days without being genuinely ill.
• Oft offer weak excuses for arriving late.
• Oft be the beginning to exit the office at the end of the day.
• Run backside schedule causing meetings to start late.
• Fail to accept or refuse email meeting invitations.
• Unremarkably go offline on communication channels when working from home
• Spend time on social media sites or playing with their mobile phone during working hours.

12. Performance review phrases about productivity

To evaluate a person's productivity, you lot need to consider the quality, the quantity of piece of work and the way they approach a task. Productivity means you work smarter, not harder. Beneath are some phrases that volition assist you gauge a person's level of productivity:

Meets expectations

• Deliver high volumes of work that often exceed expectations.
• Willing to complete piece of work that falls outside their formal job description when necessary.
• Proactively minimize distractions to ensure they can focus on specific tasks.
• Focus on the job at hand and avoid excessive multi-tasking.
• Monitor their productivity and implement improvements.
• Seek out ways or tools to automate manual tasks
• Inspire others with their levels of productivity.
• Contribute to significantly boosting overall departmental productivity.
• Understand the link between private productivity and overall company functioning.
• Able to piece of work smarter, not harder.

Does non meet expectations

• Unable to focus their attention for long periods to get the job done.
• Set the bar depression for ain output goals.
• Non see the indicate of focusing on productivity.
• Exercise as little as possible to get by.
• Distract co-workers, thereby impacting their productivity levels.
• Not take fourth dimension to empathise expectations upfront.
• Fails to fully focus on their projects.
• Get easily distracted by personal issues.
• Poor fourth dimension management: fails to complete assigned work on fourth dimension.

Set to put these phrases into practice?

Effective functioning reviews are vital if you want to maximize employee engagement in your business concern.

Recognizing people's efforts and honestly but respectfully addressing their weaknesses tin can go a long fashion to optimizing the value they bring to the workplace.

So, why not describe on the list of phrases nosotros've shared in this article to make your next circular of performance reviews a positive and effective feel?

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Source: https://blog.grovehr.com/performance-review-phrases

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