â Due to his high levels of responsibility, he cannot afford to relax and enjoy some time out of work. â He deals with customer complaints with a calm demeanor. â He is a team player most of the time, but frequently we have problems with his follow through when other teammates need help. â He is provided many complicated tasks but he performs them easily. â We cannot depend on him. â He arrives at work punctually and ready to begin and returns from breaks on time. â He explores new opportunities without being pushed to do so. â He suitably counsels employees who engage in inappropriate behaviors. â He Is inconsistent in defining goals and objectives. â He lacks confidence and communicates inefficiently when he meets people. â He is not a technician but some basic technical knowledge is required in his role. â He pays such strong attention to his own tasks that he does not consider the needs of his teammates. He is unable to make quick decisions, take action or commit himself to a project’s completion. â He satisfies everybody because he often contributes positively to the success of others instead of himself. â He unites individuals together in order to meet deadlines and efficiently perform their duties. â He always devotes himself wholeheartedly to the success of the team. â He empathizes with others who have opposing viewpoints. â He works well with members of his own team, yet he has an âusâ against âthemâ mentality when it comes to others within the company. â He asks questions that show he is not actively listening to the conversation at hand. â He does not understand how to set team goals and manage his team to achieve them. â His decision making process is too hurried. â He rarely innovates and when he does, it seems forced. â He automatically works extra hours if thatâs what it takes to get the job done right. â He understands the customer from their point of view. â He does not understand how crucial good working relationships with fellow team members are. â He works toward an organized and comfortable working environment. But a few can also be used for evaluating the performance of certain employees who step up: Completed X project with X results; Sets realistic timetables to keep projects on target; Is transparent with a project's progress â He knows how to uses the equipment efficiently to manage his time. This prevents her from finding new ideas. Performance appraisal examples. â His project teams always applaud the way she communicates ideas, requirements and changes. â He is very knowledgeable about the products and special features of the company’s products. â He does not demonstrate a concern for others perception of him or his job performance. â He does not effectively communicate. He has a strong work ethic. â He behaves in ways designed to keep problems impersonal whenever possible. He solved an on-going problem by looking for a solution from all angles. â He shows himself to be a person who does not want to work with others. â He has a creative touch in a sometimes monotonous role within our team. â When we have a task that must be done, we turn to him. â He gives off an impression of superiority to those around him. â He is always improving himself and works well with others. â He actively listens to his team’s feedback and comments. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. â He is a bad influence on morale within the team. â He is a good manager and he leads his team to perform their assignments well. He only cares about how to get the job done excellently. â He knows the technology that we employ inside-out, and keeps himself informed about up-to-date changes. â He enables others to remain calm and focused on the main goals. â He is able to listen as effectively as well as talk. â Bill has consistently shown he does not listen to his customers well. â He deals with very complex topics and discussions. â His team meetings often overrun the allotted time. â He does not believe in his efforts. The targeted questions prompt the employee to reflect on their achievements and shortcomings, while also rating themselves on specific skill sets required for their job. sample employee performance evaluations is a very necessary tool which will help the organization to improve and achieve its goals and targets. I recognize that I could improve in [area of improvement]. His daily work ethic is a standard which others should follow. He constantly crushes goals and is an ideal team player. â His is fully accountable for his actions and never shirks responsibility. â He can quickly build a positive relationship with people. â He encourages all the team members to join in the necessary training sessions. â He has an inconsistent attitude that often negatively affects the team. Performance evaluation examples. â The quality of his products is unreliable. It also takes a note of whether the staff meets, does not meet or exceeds the expectations of the organization.You may also seeÂ employee performance appraisal form. Three Performance Review Phrase Examples. â He asks pertinent and insightful questions. â He defines clear goals and expects the right performance from his group. â He has been a reliable and valued member of team. â He is known to be hot-tempered with his colleagues. â He can be very persuasive with his sound arguments. â He regularly contributes fresh ideas. â He has a lot of creative ideas but he finds it difficult to bring them to fruition. Performance Review Phrases Examples about Project Management. â His high standards of ethics are shown through all of his work on a daily basis. â He clearly communicates with his employees and they understand his expectations. â He is continually late for work. â His skill set does not meet requirements for the job. â He is firm, determined and confident. â He is the person we rely on to deal with serious problems, He keeps a clear r mind clear and think intelligently. â He does not use his experience and knowledge to its full potential. Performance appraisal also contributes to improved staff morale and gives a healthy work environment.You may also seeÂ appraisal order form, It improves the work culture in the environment and also gives rise to participative work culture. â He will shift responsibility onto others for unaccomplished deadlines or goals. â He thinks twice before doing anything that may not be worthwhile. â He decides on the solution before properly analyzing it. He has a positive demeanor. â He is ineffective at pursuing his goals. His volatile nature makes his coworkers uneasy. When you look at the big picture — not just the time last month when the employee saved a big project or the time he missed a critical deadline — it … â He tries to understand the employeeâs point of view. â He is able to set clear objectives and requirements for his subordinates. â He always anticipates problems and thinks of creative solutions in advance. â He demonstrates flexibility by adapting to changes in priorities and the work environment. â His attendance and punctuality is within company guidelines. â He can be counted on to give 100 percent under all circumstances. â He has show several recent lapses in integrity. â He always tries to provide the customers with detailed information on any specific issue which they are interested in. â He keeps to his commitments and works with fellow employees to help them keep to theirs. â He encourages employees to take responsibility for their performances. â He is unable to perform even the simplest tasks. â He always assists coworkers that are having difficulty with their tasks. â His customers always rate him highly and give him high marks on on his customer satisfaction surveys. â He is not conducive to new ideas and innovations from his team. â He does not understand the intricacies of managing a high performance team and has yet to perform. â He appears to become frustrated by clients who ask questions. â He is willing to get her hands dirty with his employees to ensure the job gets completed on time. A performance review, also referred to as a performance evaluation or employee review form, is a means of collecting relevant employee data with regards to their output for performance evaluation. â There are many times we have tasks that absolutely must be completed by a given time. It provides feedback to employees about their performance level and ways to improve it as needed by the company. John needs to learn the appropriate lessons from failure. â He is skilled at analyzing any situation and working out a solution. â He cannot commit his team towards the organization’s goals. â He focuses on satisfying wide audience need where an individual approach to each client is needed. â He presents a positive public image of the agency to others. â He encourages others to voice their own opinions. â He reports necessary information to his coworkers. He delivers what has been promised. â He is an capable supervisor but does not excel. â He is always honest and reliable when working with others. He sets his own priorities to accomplish his job. â His spoken communication was well-organized, courteous, and effective. He attempts to unacceptably modify the script. â He has received a lot of positive appraisals from his subordinates and other line-managers. These issues could be detrimental to the performance of the department and should be the focus of the next few months. â His attitude is an asset to his management skills. The products he achieved are always planned in advance and good quality. â He constantly talks over others in meetings. â He appears uninterested in helping customers with their challenges. â He maintains an up-to-date level of professional and technical knowledge. â He seizes any opportunity to avoid work and procrastinate. â He fails to resolve conflict among subordinates. â He is a very interesting colleague to work with. â He builds an atmosphere of trust within his team. â He always applies new knowledge to his work and keeps up with changes in his field. â He maintains confidentiality, and exercises good judgment about what to say and when. â He is rarely on time and his appearance is untidy. â He is often late for work and is unable to provide an acceptable excuse. â There are some accusations from customers that he been untruthful. â He does not seem to be an ideas person. â He establishes workable, prioritized, and highly effective problem-solving plans for each problem. â He becomes uptight when the plan changes. â He works until the job is complete. He finishes his work on time and with accuracy. â He works with the team well when his own projects are coming due and he needs help, but once those are accomplished, he does not frequently help others on their projects. â He is a very creative innovator. His employees do not understand what the company is doing. â He has occasionally made misleading statements that have needed to be corrected. â He is pleasant and projects a friendly tone over the phone. â He demonstrates his knowledge of his job on a daily basis. â He does not work within the company policies that are proven for ultimate success rates. â He should communicate project status updates more frequently. â He does not adhere to the sales script that is proven for success. However, taking the time to complete your self evaluation is an important opportunity for employees. â He is able to make sound fact-based judgments. â He fully satisfies the company’s expectations. He communicates very well through his reports and white papers. â His good attitude towards clients makes them use the companyâs service again and recommend it to others. â He fails to reprimand his employees even when they make serious mistakes in business negotiations. â He contributes innovative ideas in group projects. â He possesses appropriate the expertise to perform his job at a highly professional level. His level of voice is also inappropriate at times. â He sets unreasonably high expectations for his team. â She communicates effectively, both verbally and in writing. â He is an innovator at heart â his skill at inspiring new ideas is an asset to our team. A systematic evaluation process evaluates an employee’s skills, achievements, growth, and failures. â He asks insightful and probing questions. â He proactively shares progress towards goals. â Despite numerous invitations to join the team, he prefers to work alone. â He always opts for the reputable route when given a choice. â He sticks to the phone script rigidly and inflexibly. â He has a strong sense of integrity that underlies all his dealings with vendors. â He works well with coworkers, staff, managers, and members of other teams. â He is lethargic and lacks the desire or volition to learn new skills or develop his qualifications. â A person with good decision-making skills should be making sound fact based judgements. â He is the ideal employee who arrives to work and leaves on time. â He is reluctant to take responsibility for self-development. â He praises the staff who take responsibility for their performances. He continuously strengthens the connections between among his subordinates. He sometimes refuses to accept their opinion. â He cannot maintain relationships with his customers well. â He fully complies with departmental leave and absence procedures. â He is unable to focus on the important tasks and ensure they are completed first. â He does not provide a team-centered support environment. â He exceeds the expectations of the company. â He is always challenging the way it has always been done and seeks to improve the environment. â He has shown a tendency to be a matter-of-fact manager, but in his position, thinking in a more resourceful manner would do him well. â He expects everyone to know the regulations and procedures but never gives them any mentoring. â He is an asset to our team. â He is flexible and has the ability to adjust to any situation. â He is dishonest when reporting statistics to deceive and confuse others. â He cannot complete his job because he does not have the needed job knowledge. â He manages his team well and receives good performances from them. â He frequently takes breaks after meetings in which difficult decisions were announced. â He is very reluctant to acknowledge his failures. â He puts getting the job done ahead of his own interests. â He does what it takes to get the job done. â He has exceeded the maximum number of vacation days allotted. â He works with customers very well. His coworkers do not believe he is honest. â He is frequently late to work in winter because he fails to account for weather and traffic in his daily commute. â He is very good when performing individual tasks but is weaker when required to work in a team or with coworkers. â He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy. â He Is fact-based, and refuses to accept emotional arguments when making a decision. â He consistently provides a new angle or way of thinking about things. â He understands the latitude to ensure customer satisfaction. â He is generally a good member of staff but his attitude sometimes lets him down. â He discourages creative solutions from his team. â He had a rough start but she ended the year well with his team turning in the best performance of all the groups. â He creates good relationships with his colleagues, managers and staff in a professional environment. â He is highly reliable. â He one of the most technical employees we have. â He provides consistent, quality service to all customers. He does everything necessary to retain customers. â He leads his team to be the best team despite the difficulties that go with it. â He is a compassionate listener and makes each customer know he values their time. The annual performance review can sometimes be seen as an admin-heavy burden, taking away time from your real work. â He seems unwilling to take risks, even when there is a compelling reason and clear upside. â He encourages people to work together towards a common goal. â He is very level-headed and handles stressful situations with ease. â He doesnât pay attention to the details of the tasks he is assigned. â He has generated complaints from customers because of issues with his integrity. This often results in wrong decision. â He is expert in training his employees. He passes difficult customers to his supervisor frequently. â He declares that training sessions are not necessary despite the many new challenges he and his team are facing. â He is quick to congratulate coworkers and builds trust within his team. â He is unwilling to assume responsibility for colleagues’ tasks when necessary. â He shared the vision of the action plan with employees. For positive performance. â He rarely innovates and when he does, it seems to be reluctant. â He refuses to be downhearted under incredible pressure. He never ignores any detail of his work. â He is friendly and open-minded so he creates good relationship with other team members. Sample Self Evaluation for Performance Review Phrases. â He needs to be more resourceful in accomplishing goals and tasks. He is very good at dealing with irate customers in a calm and rational manner. We are fortunate to him on our team. â He helps form alliances between his staff members and foster a team-first environment. â He is too focused on finding new ways to accomplish things rather than cooperating with others in a process which is already well tested and defined. â He is a good supervisor but he is not expert in this field. â He frequently encourages and helps colleagues to achieve high levels of productivity. â He follows instructions with care and attention. â He is a highly principled. â He has an extensive peer network to access the required skills when necessary. He is easily angered and argumentative with his colleagues. â He is a creative person. 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. â He is continually turning in sub-par work and needs to improve his job knowledge. â He has an overly sensitive and pessimistic personality. We encourage him to develop solutions â or even recommendations â before asking for help. It shows his creativity. â He doesnât take enough time to carefully check his core performance products before submission. He judges the right performance level from his group when doing their tasks. Examples Of Performance Appraisal Comments. No matter how you look at it, it’s in everyone’s best interest to come into a performance appraisal prepared. He creates a stiff environment that is not conducive to innovation. â He promptly tackles changes while completing his assignments. â He approaches decisions with a one-track mindset. â He routinely uses his time efficiently. â He always accepts too many tasks and cannot cope with the huge amount of work in result. â He balances swift decision-making, with the ability to analyze the many angles to a problem. â He tends to overanalyze problems when a prompt decision is required. â He managed a flawed team In difficult circumstances, and developed it to be one of the best in our organization. He understands how to relate to people. He should concentrate on the content of training lessons. â He never thinks twice before making any decision. â There have been a few issues with him as a leader and his team that must be resolved. â He examines a problem and quickly identifies potential solutions. â He provides consistent results that clients or customers can always count on. â His positive attitude in his management role is his most important and effective skill. â He is unable to keep confidential information private. â He implements all contract arrangements and fulfills all obligations to his clients. â Is supportive and encourages others to work with him. â He often says âI donât knowâ when confronted with a tricky question or problem. â He does not usually innovate and when he does, it is reluctantly. â He congratulates staff on jobs well done. Sample review comments serve the purpose of guiding a person drafting a performance review so that they can frame the performance appraisal letter correctly. â He continually talks negatively about projects or tasks assigned to him. â His key strength is his candor and effective communication with his employees. â He is more suitable to an individual-focused environment than a group-work environment. â He creates breakthrough and helpful ideas in meetings â one of people you do not think to be creative employees. â He is a very creative person. â He doesn’t contribute ideas to projects or his suggestions are ambiguous. â He does not anticipate complications when managing a high performance team. â He is unwilling to work any overtime at all beyond his contracted 40-hour working week. â He has a talent for thinking outside of the box, and encouraging others to do the same. â He has not understood completely why customer service training is important. â He is very studious. He is unable to perform consistently under pressure or thrive on constant change or challenge. â He is an effective communicator who works very well with his team members. â He maintains high standards of integrity across his department. â One of his core strengths is his ability to immediately connect with someone. â He has trouble doing his tasks without help or supervision. â He is strong and confident but at the same time open-minded. This reduces the creativity of other member of the team. â His uncanny ability to connect with people is a great personality attribute in his role as a manager. â He encourages feedback from his customers. â He makes decisions hastily without thinking. â He sometimes treats his clients in an over-familiar manner. â He finds it difficult to develop breakthrough ideas and submit untested solutions. â He seeks and takes on any new opportunity that might present itself. He fails to focus on his goals, resulting in failure. â He makes mistakes again and again. â He is a gem and knows the value of time. â He constantly pursues opportunities for growth and learning. â He fails to maintain his normally positive attitude in stressful situations and often resorts to inappropriate tone and language. â He performs his tasks with heart and always accomplishes them in due time. â He is not aware how to adopt the latest technology. â He appears uninterested and detached from his work lately as if he is no longer engaged in it. â He constantly identifies more efficient ways of doing business. â He practices a great deal of care in his work. Here are two examples of performance evaluations using descriptive phrases: Positive performance review example. â He is very adept at managing difficult employees and turning their energies towards higher performances. â He is like good software that offers seamless backward compatibility. â He is confident and persuasive when making big decisions. â He can change his point of view without analyzing or defending it. He seems slow and indecisive when presented with a major issue. â He is an effective listener. â He shows initiative at work by adopting new and appropriate methods to perform his duties. â He is always the first to understand new rules, upgraded software and equipment and adjust to the changes. â He was unwilling to listen to or take on board the wealth of advice given to him. â He repeatedly asks the same questions about his job duties. â He cannot refuse his colleaguesâ requests. â He complains of a lack of resources to adequately complete job functions. â He helps coworkers with their tasks even if they are outside his direct responsibility. â He uses his time effectively to perform the big and small duties which must be done every week. He never risks doing anything innovatively. â He creates healthy dialogue to help the bring about the best solution. He is rarely absent and follows company policy. â He demonstrates the professional job-specific skills necessary to provide the appropriate quality of work. He creates an environment that empowers mutual trust. â He is a decent task manager, but falls short when it comes to setting a vision. â He is able to quickly understand peoples personalities and relate to them well. â He has remained firmly focused on his team’s goals despite the tremendous pressure recently. âHe does not excel at activities which require a high degree of flexibility. â He needs to find more ways to take creative risks. What is a performance review? Workplace performance appraisals and reviews can often be challenging for managers and supervisors. â He submits paperwork related to his job accurately and on time. â He is unwilling to share his work or team responsibilities with others. âÂ He consistently relies on other people. â He often tries to offset responsibility onto others. â He has never complained about his job or his colleagues. â He doesnât accept âweâve always done it this wayâ as a solution. â He spends too much time on things such as email and Internet. â He never neglects even the smallest detail of tasks assigned to him. He does not know how to perform this task. â He understands how to listen to customers and find out the details which make a big difference when dealing with our clients. He should keep his conversations work related. â His ability to coordinate the performances of each team member together is vital to teamâs success. â His communication skills are not good so others often misunderstand his message. â He asks insightful questions to understand the root cause of an issue. A performance evaluation is an important tool for keeping communication flowing between teams. â He needs to share department and corporate goals in a more timely and complete manner. Your real work is skilled in finding the best in our line the... To focus on his contribution to the feelings and efforts of others keep their âenthusiasmâ both! Can effectively work with people is a skilled negotiator who follows corporate rules and studied techniques to! Reports are accurate and issued within 30 calendar days of performance appraisals and reviews can often be challenging managers. 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