A performance review, also called a performance evaluation or performance appraisal, is an assessment where supervisors review an employee’s performance at work. Provides strong evidence of [specific accomplishment], Excels at developing programs / strategies that have delivered X results, Improved production by X% through [specific task], Exceeded the original goal of X by X% through [specific task], Continuously examines administrative effectiveness and seeks better procedures such as [tasks], Develops successful administrative strategies such as [task] that led to [results], Establishes effective systems for information retrieval through [task], Improves administrative support systems through [task], Keeps documents organized via [task] to avoid duplicate information, Shows a sincere interest in employees and the solutions to their problems, Lends support and guidance to employees by [task], Uses sound coaching techniques to solve disciplinary problems, Is highly respected by employees for sharing concerns, problems, and opportunities, Effectively communicates upward, downward, and laterally, Enforces company policies and values without creating negative reactions, Builds strong relationships with others by [task], Displays a harmonious and cooperative spirit by [task], Seeks creative alternatives such as [examples] that drove [results], Clever and imaginative when confronted with obstacles, Is continuously experimenting to drive [results], Initiates and executes creative ideas such as [example], Helps employees gain visibility through [task], Encourages employees to solve their own problems, Delegates with clearly defined responsibility and authority, Devises improved means of accomplishing results. If however, after being brutally honest with yourself, you decide that the assessment is inaccurate, it may reveal that your boss is—either unintentionally or purposely—overlooking your accomplishments. After all, you’re part of a team, and talking about what’s working, what’s not, and what would make you a better professional can only help your boss be a stronger leader. The method and approach we plan should be perfect, only then we can make the review process successful. When your boss or manager calls and lets you know that you have your performance appraisal planned in a few days time, don't you get the chills? This way they can develop a plan to improve their performance. What to Say on a Performance Review . Filed in: Performance review phrases samples Tags: Communication and interpersonal skills. “Managers should take the opportunity to discuss and record milestones, accomplishments, successes, and challenges as they occur, when the details are fresh.”. Many organizations conduct reviews annually and others conduct performance reviews quarterly, monthly or even weekly. Employees can use the following phrases to evaluate the management capabilities of their supervisors: READ MORE: THE SMART GUIDE TO PERFORMANCE REVIEWS. Consider using these phrases to evaluate this area: hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '04f683e8-7ea2-475f-a047-f3614fa6f1e6', {}); Innovation, whether in terms of business strategies or coming up with a new product, is important if you want to keep your business relevant. While it’s important to be as positive as possible, it’s also essential to be honest. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. How to prepare for a performance review The sample of performance review phrases for integrity is a great/helpful tool for periodical/annual job performance appraisal. “Takes ownership in the company’s success and accepts responsibility for oneself and contribution as a team member”, “Admits mistakes and errors and informs others when unable to keep a commitment”. Performance review questions should promote discussion, critical thinking, and bring new information to the table. While performance review methods and approaches differ from organization to organization, universal principles about how to talk with an employee about his or her performance exist. But this brushes aside any positive or negative behavior that has gone unaddressed. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '393b8bf7-ca31-4ffb-8ee2-42a6a1667693', {}); Don’t miss out on the best tips on employee engagement and company culture. Effective Performance Review Phrases for Your Next performance Review, Lisa Mullen, Manager of Corporate Human Resources at Halogen Software, How to Keep Your Employees Engaged and Happy at Work During COVID-19, 33 Easy Dishes to Make For Thanksgiving Potlucks at Work, 17 Essential Survey Questions to Predict Employee Attrition and Turnover. Examples: I attended five events and, as a … Allocate promotions or pay raises appropriately. Here are phrases that assess coaching and training ability: Each employee will likely have a few areas that they can improve in. Use these phrases to report on these qualities: Establishing a culture of out-of-box thinking can go a long way in ensuring business success – regardless of your industry. You should offer consistent assessments throughout the … An effective review should discuss an employee’s strengths and areas of improvement in a way that is constructive and motivating. 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. The self-assessment is the part of your review where you can give your own perspective on your performance and provide more information to your manager about your actions and choices. These sample questions are a great way to start an employee's review or to review the work of an entire team. After all, no one wants to be told that their performance is poor, or worse, that they are not going to get a raise or bonus because of it. Goals and outlooks. At the end of the day, employee productivity is what REALLY impacts your bottom line. To find out where you stand in this department, consider throwing in the following phrases to your reviews: hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'cbfc76ed-f94e-4818-a3c2-de404e9a3ced', {}); Being able to manage a team is more than just giving pep talks and delegating tasks. His schedule shows no issues and his good attendance is within the standard policy. I assure you, I am ready to tackle new challenges and continue to do all I can to be a contributing, effective member of your team. The following phrases could help with that: Whether you have a proper team or a one-person department whose job description entails looking after the administrative tasks, use the following phrases to evaluate their performance: hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '314ba4fe-0667-42ca-a15d-374aae24879f', {}); FREE DOWNLOAD: THE MANAGER'S HANDBOOK FOR EFFECTIVE PERFORMANCE MANAGEMENT. In large part, this is because those reviews lack good performance evaluation comments. Following are some performance review tips from experts in the field. … Here are some phrases that may apply to an employee’s adaptability: Communicating effectively with supervisors, colleagues and clients is essential throughout various industries. Right? Credit: mikroman6/Getty Images. In order to really gauge how an employee is performing, you need to poke and prod indirect managers, team leads, peers, or even employees from other departments. Be armed with ways you can learn from the conversation, and don’t forget that for many managers, the yearly evaluation is a chance for them to dish out the praise and thank you for your hard work. Attendance and reliability are important factors in evaluating individual performance because consistent attendance and punctuality are requirements at most workplaces. As many businesses are very busy, there sometimes isn’t enough time to check in with all of your employees on a personal basis. Attendance and punctuality. Now is the time to prove and show you deserve a raise. It’s a fair question to ask during a review time,” says David Rock, CEO of the NeuroLeadership Institute and author of Your Brain at Work. Here are 12 common performance review skills: Creativity and innovation. Be Honest. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'bae833a8-f50e-4a21-96d9-2866bc52ab54', {}); Many of today's performance reviews aren't nearly as effective as they could be. But not knowing what to say or write can make the process downright painful — especially when you’re on a deadline. ), if you manage a team and dread writing performance evaluations, or even your own self evaluation, you may find that you eventually run out of things to say or just want to say it differently. To give yourself a better chance at landing a merit increase or raise, you need to do more than provide a laundry list of your past year’s accomplishments. While they might seem intimidating, most performance reviews are aimed at helping you improve your work performance. When 37 percent of employees say they’d leave their jobs if they weren’t offered opportunities to learn new skills, these conversations are important. It involves a whole lot of other things as well, such as supporting your team, making difficult discussions, and offering both positive and negative feedback. Here are some performance review phrases you can use to gauge the quality of innovative thinking in your employees: hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '726b8673-b78d-4298-9889-81a04703cdd5', {}); How are your employees working together as a team? They're meant to show off your accomplishments and guide you on what comes next. These apply mostly to supervisors who lead projects. 2. Just as you need to measure the progress of your project to determine if you need to adjust the cost, time or scope, you should apply similar oversight to your team. Self performance review examples. Note that, an communication review phrase can be positive or negative and your performance review can be effective or bad/poor activity for your staffs. A performance review should be based on everything that occurred since the last review, not just the past week or month. Typically, a performance review is an appropriate time to ask for a raise. For instance, it may be ethical accountability when an employee does not hold the principles and the values of the company. If you are doing all of the talking or the meeting becomes a lecture, the performance review is less effective. Performance reviews are there to identify areas of improvement, but highlighting examples of good work or strengths is key to maintaining a good relationship with your staff. Develops innovative strategies such as [example] ... Is very innovative under adverse conditions, Fosters a curiosity for innovative possibilities, Recognizes the needs of others and reaches out to lend a helping hand, Establishes effective working relationships, Builds on mutual dependence and understanding, Displays an ability to learn rapidly and adapt quickly to changing situations, Committed to continuously learning through [example], Responds quickly to new instructions, situations, methods, and procedures, Provides team with support through [example], Collaborates with individual team members to establish a development path, Holds employees accountable for their own results, Provides team with the resources needed to attain results, Creates flexible plans to meet changing opportunities, Excels in developing strategic alternatives, Formulates strategies, tactics, and action plans to drive X results, Is capable of distinguished performance in a higher-level position, Has reached the level for promotional consideration, Can handle bigger projects and assignments, Is making a strong effort to acquire greater experience and skills to increase potential for advancement, Is enhancing growth potential through additional education and training, Displays a practical approach to solving problems, Effectively solves problems rather than symptoms, Is skilled in proposing optional solutions, Is an important contributor to the successes of the department, Makes a substantial contribution to the continued operation and growth of the organization, Sets realistic timetables to keep projects on target, Makes effective use of all available resources when given a project, Clearly establishes project goals and objectives, Gives consistent recognition to employees, Maintains a work situation which stimulates the growth of individual employees, Makes certain that employees have a clear understanding of their responsibilities, Is readily available for support to employees, Prepares meeting agendas that are concise and, Makes effective use of discretionary time, Excels in living the organization's values, Is able to turn visions into actual action plans, Demonstrates an ability to transfer vision into execution, Excels in contributing to the company's goals, 80% of employees see crowdsourced feedback as more accurate, 80% of peer-reviewed employees get a better understanding of their strengths and weaknesses. Respects the ideas and opinions that the other team members have to say. Conducting performance reviews can be tricky. Finding a key performance review phrase to describe a person’s lack of accountability can be difficult as there are several types of accountability to consider. 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. If the review was negative, this will allow you time to cool off and think constructively about what to say. Productivity is also a good indicator of an employee’s engagement. To make sure that everyone’s meeting the expectations, use these phrases to evaluate their performance: READ MORE: 12 WAYS TECHNOLOGY CAN INCREASE PRODUCTIVITY. In a self performance review, employees assess themselves using the same rubric as their managers would and submit them to HR and/or their manager prior to their official review meeting. 2000+ Performance Review Phrases: The Complete List [Performance Feedback Examples] ... His performance is always reliable and he follows his work schedule well. No matter how good your performance reviews are, you could almost certainly do better. The quality of a performance review hinges on the expectations set in the preceding review. Performance reviews can be difficult for everyone, manager and employee alike. Ideally, these goals are specific, measurable, attainable and timely. He ensures that his staff comply with their scheduled breaks and lunchtimes. Employee performance reviews are an essential and important part of the organization. In an employee performance review, managers evaluate that individual's overall performance, identify their strengths and weaknesses, offer feedback, and help them set goals. The more you put into it, the more you’ll get out of it. Singing your own praises is usually a pretty awkward exercise. Thank you for the positive review and kind words on my performance evaluation. Typically after about six months or a year. Communication. To make the best use of this annual event, you should go into your performance review ready to answer questions as well as highlight your accomplishments. Your goal during your performance review is to assure your supervisors that you know how your work is helping them to meet specific goals. Here’s what I learned to never say to employees during a performance review. Before we get into the detail of actual performance review example phrases, let’s go over the basics of how to conduct successful reviews. Help team members develop as employees and people. Employees should be coachable so that they can perform at an appropriate level for their job role. But sometimes we forget that it’s also a time to share your own goals (and even suggestions!) Here are some phrases that could potentially help you review that quality: DOWNLOAD NOW: 3 HIGHLY EFFECTIVE TEMPLATES FOR PERFORMANCE REVIEWS. 1. Finally, performance reviews can be a chance for small business managers to take a look at the coaching that they are providing those working under them to see if it needs to be improved. At the last performance review, the employee should have been involved in setting some specific goals. If the review is accurate, use it as an opportunity to figure out ways to improve your performance. Identify strengths and weaknesses of individual employees and teams as a whole. Here are some useful phrases that could help you express your feedback regarding this area: hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'b428c2c2-2220-4e45-bb22-49ed7a469f65', {}); Are your employees getting along and cooperating on projects? Sure, performance reviews are a time to get feedback on your work throughout the year. Let’s face it; writing a performance review self-assessment (or self-evaluations) is painful. Would you say that you are satisfied with the level of dependability in your workplace? The value of annual reviews has increasingly been challenged in recent years in favour of more regular conversations, but even so, performance appraisal remains a crucial aspect of the performance management cycle. But not knowing what to say or write can make the process downright painful — especially when you’re on a deadline. Some people live for it, and other people absolutely hate it. She tends to get angry, which makes others not want to say anything to her. Then when it comes for you to speak during your review, talk about the things you’ve accomplished that you’d like to … Listens carefully to what others are saying without interrupting them. This mirrors the fact that, according to our own research, 79% of employees don't think their organization's review process is all that good to begin with. Stop rolling your eyes and use this opportunity to get what you want at work. This helps them believe that they have the ability and the support necessary to improve. Warning. If you do annual performance reviews, it's important to get it right. So, don’t shrug this part of your review off! It’s impossible to know the exact performance appraisal questions you’ll be asked during your appraisal because the questions will depend on the company, your particular job, the industry, whether it’s a small business or a large one, the size of the IT department, how long you’ve been with the organization and so on. 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