Accepts coaching well, and does not become defensive when given negative feedbackĤ6. Is willing to hear constructive criticismĤ5. Does not return communications in a timely mannerĤ4. Has exceeded the maximum number of vacation days allottedĤ1. Does not meet attendance standards for punctualityģ9. Completes deadlines as promised Areas for improvementģ8. Schedules time-off according to company policyģ7. Attained perfect attendance over $time_periodģ6. Arrives at meetings on time and is always preparedģ5. Is punctual and consistently on-time to meetingsģ4. Is often late, which negatively impacts project completion timelinesģ3. Is less than eager to complete documentation-related workģ2. Has trouble with filing, record keeping, and other administrative tasksģ1. Demonstrates disinterest in the administrative aspects of the jobģ0. Seemed to have trouble getting organized this weekĢ9. Has difficulty following through with tasks that require a high amount of organization and time managementĢ8. Does not show an aptitude for number crunching and data entry activitiesĢ7. Shows ability to be proactive in identifying tasks that need to be completed Areas for ImprovementĢ6. Has excellent follow-through skills, and is always on time with deliverablesĢ5. Can adapt his/her schedule to meet the needs of the businessĢ4. Demonstrates good time management skillsĢ3. Can make independent decisions when necessaryĢ2. Is well organized, and can effectively implement projects from start to finishĢ1. Is capable of working independently from day oneĢ0. Produces high-quality work that is well documented and detailedġ8. Is effective when handling large amounts of dataġ7. No credit card required and invite your team.ġ6. If you want to learn how to effective run a performance review, you should read High Output Management. You owe it to your employee to put some time into this process and consider their overall performance. For the love of everything, please don't copy these phrases verbatim. With the disclaimer out of the way, here's a list of canned performance review phrases to give you some inspiration. Ideally, you bring it up in-the-moment vs. Also make sure you document the behavior. Second, please make sure when completing a performance review that you outline behaviors, not personality traits. We strongly recommend having regular 1-1s and establishing a feedback loop. You should not delay important conversations. Two pieces of advice before you get started:Īt Friday, we make it easy to have regular conversations, so you don’t have to bottle up your feedback for a review and performance appraisal that happens once a year. They are grouped by category to make it easy to find inspiration and not get in trouble with HR. As a leader, it can be a struggle for you to properly describe a behavior exhibited by an employee, so we tried to make it easier by listing over 100 performance review phrases below. Performance review season is a stressful time of year.
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