Free Performance Review Phrases Performance Review Phrases Leadership

Performance review isan essential tool for accelerating your squad's growth. And so, every bit a director, it's not just what you say, it's also how you say information technology can make the performance review constructive and constructive.

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

The good news is that if managers have a structured and counterbalanced approach to performance reviews – and gear up adequately in advance – these issues can exist avoided.

So, read on and learn how to build effective performance reviews effectually the following central phrases. And if you're an employee, these phrases can help you ease your side by sideself-evaluation.

1. Overall performance review phrases

Here are examples of high-level summaries or overall overviews for two very different employees: Tom – an exceptional performer – and Jane – who has multiple areas for improvement:

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 irresolute and sometimes challenging situations, always retaining his professional person demeanor and positive attitude.
• Despite operating in a demanding and high-pressure environment, Tom has proactively sought opportunities to grow and learn new skills.
  

Does not meet expectations

• Jane seems to be struggling to grasp and adapt to some of the requirements and expectations of her part. Her demeanor in the part is somewhat negative, affecting her team'due south morale and cartoon criticism from senior stakeholders and colleagues.
• Jane does non show a sense of urgency in meeting deadlines and delivering work of a loftier standard. Work is often 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 assistance her in edifice the skills and capabilities she lacks.

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

2. Performance review phrases about quality of work

While this is one of the most critical requirements when reviewing an employee's job operation, it's 1 of the most difficult to evaluate. For this reason, the words and expressions you use should be carefully called. These phrases will be useful to depict on when evaluating a person's quality of work:

Meets expectations

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

Does not meet expectations

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

3. Operation review phrases almost task knowledge

Employees who take rich knowledge about what their job entails and what is required of them are the nearly productive. Use this list to guide your discussion most how well y'all rate an employee'due south chore noesis:

Meets expectations

• Approach technical challenges with a adept middle.
• Apply skills to boost the company's quarterly acquirement numbers.
• Use technical noesis creatively to solve issues.
• Saved projection X from failure past proposing a new technical approach.
• Explain technical subjects to peers in a relatable manner.
• Build the squad's noesis base past sharing expertise on technical issues.
• Utilize expertise creatively.
• Can take theoretical concepts and use them to practical challenges.
• Find solutions to longstanding issues through their technological insights.
• Translate technical information into user-friendly language.

Does not encounter expectations

• Cling to outdated solutions.
• Offering 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 ready is inappropriate for the tasks at hand.
• Design flawed solutions that require pregnant rework.
• Unwilling to recertify with up-to-date qualifications.
• Ignore opportunities to expand expertise.
• Not stay up to engagement with industry trends and developments.
• Allow technical details to overshadow the customer's business problem.

4. Performance review phrases nearly 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 lot can describe on when evaluating and discussing your employees' levels of initiative:

Meets expectations

• Proactively seek out new tasks to work on.
• Work well without whatever supervision.
• Be able to set goals and priorities and accomplish them.
• Flexible approach to accommodate shifting priorities.
• Find new, creative ways to overcome challenges.
• Take pride in completing projects on fourth dimension.
• E'er on the lookout for new ways to better and evangelize value.
• A champion of new ideas and approaches.
• Willing to cover new opportunities and take on additional tasks.
• Communicate with all stakeholders to ensure the chore gets washed.

Does not run across expectations

• Over-sold capabilities in job application/interview.
• Require abiding supervision, or else specific tasks do non go completed.
• Resist learning any new skills or improving existing ones.
• Hard to inspire to accept on new challenges.
• Rarely add together value to projects across the nuts of what is required.
• Cannot cope nether pressure or adjust to new or unfamiliar tasks or circumstances.
• Shy away from making decisions.
• Fail to come up with new ideas or solutions to issues.
• Has difficulty setting priorities.
• Often commencement projects without thorough upfront planning.

5. Performance review phrases about communication

It's vital that people have good written and verbal communications skills. But information technology goes beyond that: communication is also about people's attitudes and willingness to cooperate and share information, insights, and learnings with others. Hither are some performance appraisal phrases that you can use when reviewing an employee's power to communicate:

Meets expectations

• Keep all stakeholders up to speed on projects' status.
• Have and share notes and updates regularly.
• Ask questions and shares information with the rest of the squad.
• Ensure questions are clarified before taking deportment that will touch on outcomes.
• Communicate effectively and clearly with direct reports and so that they e'er know what is expected of them.
• Regularly engage with customers straight to hear their thoughts and feedback.
• Ensure that anybody understands the goals of a specific project and shares regular updates.
• An effective listener and takes time to understand what others are maxim.
• Facilitate conversations with team members that bring out new ideas and solutions to bug.
• Be able to clear complex, technical concepts in plain language.

Does not see expectations

• Gets defensive if questioned or given constructive feedback or criticism.
• Also introverted, which impacts effective teamwork.
• Avoid conversations with management and superiors.
• Fail to go on team members updated on of import project developments.
• Not communicate with others equally they feel it is not necessary as long as the task is done.
• Never ask for aid.
• Unwilling to talk to customers who accept 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.

half-dozen. Performance review phrases about teamwork

When teams work effectively together, they deliver results more quickly, which impacts the business'south overall performance. Bear in mind, however, that some people are not natural team players and may need to exist guided and coached. Here are some useful phrases that can help y'all express your feedback to people in this area:

Meets expectations

• Mind to others without interrupting.
• Invite ideas and suggestions from team members to solve challenging problems.
• Encourage idea-sharing and initiative.
• Always inquire what the squad is doing to ensure everyone is engaged.
• Respect the ideas and input of other team members.
• Offering workable solutions to any bug faced past the squad.
• Always congratulate team members who practice well.
• Encourage and motivate even the most reluctant team members.
• Be a positive influence on all squad members and leads by example, which improves the team'due south morale.
• Solve team conflicts in a calm and mature manner.

Does not meet expectations

• Neglect to listen to what other team members have to say.
• Interrupt people when they are talking.
• Publicly criticize squad members and make them look bad.
• Unwilling to assistance if needed, which impacts overall team operation.
• Instigate arguments with others.
• Reluctant to work or share ideas with others.
• Arrive tardily to squad meetings.
• Always leave early fifty-fifty if the residue of the team is working late.
• But worry about their ain needs and happiness.
• Take credit for other people'due south piece of work.

7. Performance review phrases about integrity

Another area that you may exist asked to reflect on is integrity. Integrity involves consistently upholding potent moral and ethical business values. Employees that do the right thing and are honest contribute to an arrangement'due south ability to build a strong reputation in their market. Below, we've listed some useful phrases to consider using when evaluating people'due south integrity:

Meets expectations

• Highly organized and skillful at prioritizing what is of import.
• Always strive to go along commitments.
• Exist highly truthful and honest in all dealings.
• Always practise what is right.
• Never beguile their principles and company'southward core values
• Demonstrate trustworthiness.
• Keep promises.
• Follow ethical business practices and company's policies
• Respect confidentiality.
• Avoid office gossip.

Does not come across expectations

• Take breaks if not being watched.
• Brand excuses to leave work early on.
• Unremarkably gossip and make things up about the company or team members.
• Blame co-workers for their mistakes.
• Speak rudely to junior/senior team members.
• Make unkind personal remarks.
• Prevarication to other members of the team.
• Pause the rules.
• Let personal biases influence important business organization decisions.
• Withhold of import information from the director to avoid disciplinary action.

8. Operation review phrases about professionalism

Professionalism is an area that covers a broad range of behaviors and attitudes simply besides extends to problems such equally the way a person dresses and their personal hygiene and tidiness. Examples of functioning review phrases that y'all can draw on to determine the overall professionalism of an employee are given below:

Meets expectations

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

Does not run into expectations

• Cannot split up personal life from work.
• Poor hygiene standards.
• Dress as well informally for a work environs.
• Not have activeness to improve their performance.
• Ofttimes get in late at work.
• Unwilling to broaden their horizons.
• Exist disrespectful to leadership behind their backs.
• Be unwelcoming to new team members.
• Fail to continue the workspace tidy.
• Go angry and emotional in stressful situations.

9. Performance review phrases about leadership

Developing constructive leaders is among the top challenges for today'due south businesses. Being a strong leader goes beyond merely leading teams and assigning people tasks. It involves fostering a strong team civilization, ensuring people are given opportunities for growth, and resolving conflicts in a at-home and mature manner. Use the post-obit phrases to evaluate the leadership capabilities:

Meets expectations

• Bring people together to create a high-functioning team.
• The section they manage is recognized for its excellent performance.
• Encourage individuals to cover challenges with enthusiasm.
• Construction tasks and projects to further strengthen teamwork amid members.
• Treat anybody with respect.
• Show empathy to people experiencing personal or professional challenges.
• Ensure they develop and employ individuals' unique talents and strengths.
• Set both doable and ambitious expectations.
• Guide and back up people towards achieving goals.
• Maintain open communication channels.

Does not meet expectations

• Hypocritical: does not gear up a positive example through their actions and words.
• Sow discord and disharmony inside previously well-functioning teams.
• Offer no recognition or rewards for a job well done.
• Remain physically distant from employees.
• Often unavailable for extended periods.
• Monopolize the conversation during meetings and does not invite team members' ideas.
• Cultivate a civilisation of fear.
• Not mind to other team member's ideas and feedback
• Communicate aggressively and through reprimands.
• Prioritize their own needs and career aspirations.

x. Performance review phrases about problem-solving

Employing people with stiff problem-solving skills gives companies a ways to continually create new, more relevant ways to deliver value. But exist mindful that not every employee is a natural problem-solver. Information technology requires a alloy of proactivity, creativity, and self-confidence. Consider these performance review phrases when evaluating the problem-solving skills:

Meets expectations

• Evaluate challenges from all angles earlier deciding on a way forward.
• Open to collaborating with peers to explore solutions to issues.
• Resolves client complaints professionally and promptly.
• Exist decisive when making decisions and then stick to them.
• Take full responsibility for any problems of their assigned tasks
• Tackle bug in a creative and analytical way.
• Stay calm fifty-fifty when required to resolve a trouble under high pressure.
• Articulate issues conspicuously and concisely that everyone tin understand.
• Be level-headed when assessing situations and suggesting solutions.
• Adapt and listen to other people's perspectives nearly how to resolve issues.

Does not come across expectations

• Not listen to other people's ideas and opinions.
• Cannot clear issues in ways that others can understand.
• Be indecisive when information technology comes to coming up with solutions.
• Rush to make decisions without thinking things through.
• Fail to monitor progress to ensure that they deliver the desired consequence.
• Non learn from previous successes or failures.
• Get flustered when facing a tough conclusion and lashes out at peers or subordinates.
• Unwilling to collaborate with others to brainstorm solutions to problems.
• Fail to provide teams with the appropriate amount of construction and direction.
• Deal with client-related bug in an unprofessional manner.

11. Performance review phrase about omnipresence and punctuality

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

Meets expectations

• Adhere to lunch schedules and breaks.
• Always call alee if they are going to be late.
• Non spend excessive amounts of time on personal telephone calls or chatting in the coffee area.
• Arrive at piece of work looking refreshed and in a positive frame of mind.
• Start and cease meetings on time.
• Book holiday time well in advance.
• Willing to put in long hours to get the chore washed.
• Ever come across project deadlines.
• Ensure out-of-part auto-replies are activated when on vacation or travelling to meetings or conferences.

Does non run across expectations

• Host meetings that oft run overtime.
• Regularly take more frequent or longer breaks than permitted.
• Employ up all their sick exit days without being genuinely ill.
• Often offering weak excuses for arriving belatedly.
• Oft exist the first to leave the function at the end of the twenty-four hours.
• Run behind schedule causing meetings to offset late.
• Neglect to accept or decline email meeting invitations.
• Commonly become offline on communication channels when working from abode
• Spend time on social media sites or playing with their mobile telephone during working hours.

12. Performance review phrases about productivity

To evaluate a person'due south productivity, you need to consider the quality, the quantity of work and the way they approach a chore. Productivity means you piece of work smarter, not harder. Beneath are some phrases that will aid you lot estimate a person'due south level of productivity:

Meets expectations

• Deliver high volumes of work that oftentimes exceed expectations.
• Willing to complete 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 means or tools to automate manual tasks
• Inspire others with their levels of productivity.
• Contribute to significantly boosting overall departmental productivity.
• Sympathize the link between individual productivity and overall company performance.
• Able to work smarter, not harder.

Does not meet expectations

• Unable to focus their attention for long periods to get the job done.
• Set the bar low for own output goals.
• Not see the signal of focusing on productivity.
• Do as little equally possible to go past.
• Distract co-workers, thereby impacting their productivity levels.
• Not take time to sympathise expectations upfront.
• Fails to fully focus on their projects.
• Go hands distracted by personal issues.
• Poor time direction: fails to complete assigned work on time.

Set to put these phrases into practice?

Constructive operation reviews are vital if you desire to maximize employee appointment in your business.

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

So, why non draw on the list of phrases nosotros've shared in this article to make your adjacent round of performance reviews a positive and constructive experience?

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