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22 Examples of Performance Management Done Right

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It is always good to adopt best practices from other organizations and try something new to see if it works for you as well. This article discusses why getting performance management right for your organization is critical to its growth and gives examples of performance management programs at organizations that are doing it right.

Employee performance management is one of the most important corporate processes. So, it is important to choose an employee performance management strategy that will be most effective for your organization.

Performance management includes multiple steps such as clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results. Performance reviews, when done right, provide the chance to promote employee growth, increase engagement, and improve business performance across functions.

The approach to performance management has evolved substantially in the last few years. According to Gartner , 81% of HR leaders are modifying their organization's performance management system, and less than one-fifth of HR leaders believe their performance management is currently successful.

Most organizations have abandoned annual performance reviews in favor of ongoing feedback, coaching, and 360-degree feedback.  Moreover, getting performance management right is important for higher employee engagement, employee retention, higher transparency and productivity, efficient goal planning and setting, and higher employee motivation at the workplace. Several companies have started taking an employee-focused approach to performance management.

22 Companies That Have Excellent Performance Management Practices

From scrapping yearly reviews to implementing real-time feedback, organizations across industries are reinventing performance management. Let’s look at some of the best ones, in no particular order:

Google has one of the most advanced HR practices in the world. From hiring the best talent after multiple rounds of interviews to training them with the best resources possible to looking after their learning and development needs, Google does it all.  

Google ensures that its employees perform to the best of their capabilities by conducting annual performance evaluations with a mid-year checkpoint and monthly performance check-ins that cover topics like professional growth, coaching, personal difficulties, etc.  

Google also holds an annual ‘Upward Feedback Survey’ which is something similar to a 360-degree evaluation. It also relies on OKRs , or objectives and key results for its performance management initiatives.   

Learn more : A thorough read about OKRs.  

Quick tip : Read the book ‘Work Rules’ by former Senior Vice President of People Operations Laszlo Bock  to learn about Google's performance management process in detail.  

Meta is widely recognized for having a fun work culture and wonderful employee benefits, but if you delve deep, you can uncover what actually drives its employees to be motivated and fulfilled, and hence perform their best.  

The performance management at Meta is done through semi-annual evaluations, with a focus on peer-to-peer and employee-to-manager feedback. Meta creates secret one-to-one groups to share individual goals, track progress, and share feedback.   

Regular employee coaching is also a part of Meta’s performance management practice. Employee performance coaching is a form of on-the-job learning. It is a collaborative process between a manager and an employee, as well as between employees in the form of everyday interactions.  

Meta also provides constant 360-degree real-time feedback, allowing managers to note an employee's performance prior to the appraisal.  

  Learn More : The evolving dynamics of continuous feedback.  

3. PasarPolis

Pasarpolis is one of the top insurtech brands based out of Indonesia. The company, in partnership with Darwinbox, introduced a performance management process that is quicker and more frequent, so as to enable employees to consistently improve their performance.  

Darwinbox facilitates timely report generation of pending self-reviews from the employees. This report helps HR to take immediate action and nudge the employees who didn't complete them. This has helped Pasarpolis complete the entire performance review cycle well within time, something the company previously struggled with.  

Learn more : How Darwinbox drove better employee performance for Pasarpolis.  

IBM follows a performance management process that enables its employees to bring their entire selves to work, thereby driving creativity and connection.     

In 2016, it transitioned from yearly, absolute evaluations to a model where feedback is self-driven and focused on delivering a more holistic evaluation of employees.   

5. Microsoft

Microsoft shifted to a more collaborative and less competitive performance management strategy after recognizing that its stack ranking-style performance management system was negatively impacting employee engagement and motivation.  

 It currently holds performance reviews every two months. These check-ins are official, structured talks between managers and direct reports in which they examine goal progress, skill development, and other topics so employees know if they're on the right track while there's still time to make adjustments.  

BKP, Bina Karya Prima, is a leading FMCG company in Indonesia. The company transformed its HR and performance management process to be ‘PRIMA’, i.e, professional, relentless, integrity, marvellous team, attitude. The company moved from having a manual performance management process on Microsoft Excel to using Darwinbox to digitally transform its HR processes. The company has taken a forward-looking approach and has completely automated its performance management process using Darwinbox.  

Learn more : How BKP digitally transformed HR on mobile for greater efficiency and effectiveness .  

7. Goldman Sachs

Goldman Sachs switched from a rating-based performance assessment process to a performance management strategy that involves frequent feedback. Goldman Sachs developed its own web-based tool for delivering and getting feedback in order to promote informal performance dialogues. The once-a-year review methodology of the performance assessment was also eliminated.   

Beginning in 2021, Goldman Sachs introduced a concept called The Three Conversations, that is conducting performance reviews at least three times a year. Managers set goals with their team members at the outset of the year, check-in on progress mid-year, and then close out the year with a discussion about performance against goals.   

8. Times Internet

Times Internet is the digital arm of India’s largest media conglomerate, the Times Group. The company’s performance management strategy involves automating all performance assessment processes to ensure the processes are completed on time. The company uses Darwinbox and has fully digitized and automated its HR processes, many of which were previously done manually.   

The company focuses on and ensures timely completion of goal-setting, goal cascading, performance journals, and continuous feedback.   

Learn more : How Times Internet automated all its processes and scaled with Darwinbox.  

9. Accenture

Accenture follows a performance management process that humanizes its workforce and rather than just looking at employees as numbers on paper.    

In 2015, the company eliminated annual reviews and stack rankings altogether after learning that its traditional performance management techniques were more dangerous than useful. As a result, all employees at the organization received more rapid feedback on assignments and a more equitable reward structure.  

Adobe has positioned itself as an expert in continuous performance management. Adobe eliminated annual performance assessments and ratings in favor of check-ins, a less organized but more effective approach. Adobe believes that in order to perform their best work, employees need quick and timely feedback and that there have to be year-round open and continuous discussions.  

 The current process involves continuous, two-way interactions in which an employee and their manager discuss performance and career advancement while also providing real-time feedback. The check-in meeting is meant to discuss what's working well, what could be done better, and where to focus next to maximize business impact and career advancement.  

Learn more : The ultimate guide to continuous feedback.  

11. Quick Heal

Quickheal has a performance management practice that promotes an object-oriented culture to make employees work collaboratively rather than working in silos.   

The process is centered around the OKR framework and runs on Darwinbox’s flexible and robust performance management platform.   

Quickheal’s performance management process involves having reviews that are focused on outcomes rather than activities.  Employees create journal entries noting critical incidents during their performance cycle, which helps eliminate recency bias and allows for more accurate reviews later in the year. Employees are empowered to modify goals in the middle of their performance cycle if necessary and have more control over their performance goals.   

Learn more : How Quickheal Aligned 1000+ employees with org-wide goals using Darwinbox  

12. Deloitte

Deloitte’s performance management system is designed to recognize the contributions of individual employees within each team, to obtain an accurate picture of performance free of bias, and to assist individuals in reaching their full potential.  

Their strategy isolates compensation decisions from day-to-day performance management, provides improved information through quarterly or project-specific "performance snapshots," and focuses on weekly check-ins with supervisors to keep performance on track.  

13. GE  

There once was a time when GE was well known for its hard-charging and intensive approach to performance appraisals. The company’s current style of performance management procedure has changed dramatically, and GE now follows a continuous, evenly distributed evaluation procedure. The emphasis is on growing, connecting, and inspiring employees rather than on evaluating and ranking.  

Annual performance assessments have been phased out in favor of a more lean and innovative system.  The company uses a smart software app that has been created with the objective of allowing management and staff to communicate more frequently and meaningfully.

14. Cargill

Cargill, a global agricultural producer and distributor, has a performance management system that it calls ‘Everyday Performance Management’.   

This system includes effective two-way communication, giving regular feedback, and coaching. Even during the pandemic, Cargill was able to respond to business difficulties with significantly greater agility thanks to its daily performance management. In fact, Cargill has received recognition for its Everyday Performance Management, which represents an industry best practice.  

The company also replaced its old document-heavy system with one that prioritized relationships between employees and managers. It emphasized on man­agers having frequent, on-the-job con­ver­sa­tions and giv­ing reg­u­lar, con­struc­tive feed­back rather than only having per­for­mance rat­ings and annu­al review forms.  

15. Regeneron Pharmaceuticals  

Regeneron follows a performance management approach that is simple and straightforward.   

The company, in 2021, revamped its performance management process, and brought in a simplified rating scale with four points rather than 12 points.   

The company also follows the practice of having behavior-focused feedback, that drives employees to think about more than just their salary or compensation.    

16. STP  

PT Solusi Tunas Pratama Tbk. (STP), a leading telecom tower company in Indonesia, concentrates on continuous performance tracking.   

STP uses Dawinbox’s performance management module and follows the OKR model of assessment. With this, the company tracks employee performance on a monthly basis, ensuring the process is more dynamic and accurate.   

Learn more : How STP leveraged the power of OKRs with Darwinbox.  

17. Netflix  

Netflix overhauled its performance management a few years ago, eliminating annual performance appraisals entirely. Netflix now uses a 360-degree evaluation system.

Netflix’s performance management approach focuses on full transparency among employees, in that it has signed feedback as well as face-to-face 360 appraisals. One of Netflix’s popular processes is its unique 'stop, start or continue' template that emphasizes what a person should start, stop, and keep doing on a regular basis.

Learn more : Read about 360-degree reviews/feedback.  

18. Amazon  

 Amazon has a reputation for being a high-performing, high-risk company. It should come as no surprise that this extends to how they assess employee contributions.   

Amazon's feedback system is meant to push each employee to their limits. They conduct weekly or monthly business evaluations, during which each employee is held accountable for a variety of key performance indicators (KPIs).  

For performance reviews, Amazon combines stack ranking and continuous feedback methods. Continuous feedback is shared through Amazon’s ‘Anytime Feedback Tool’ that allows employees to anonymously praise or criticize colleagues.  

Amazon also holds organization-level reviews, in which top and bottom performers are reported to the board of managers to inform incentive and termination decisions – a process that closely resembles the typical stack rank structure.  

19. Volkswagen  

 Volkswagen’s performance management approach is designed to encourage employee satisfaction and motivation through equitable opportunities and an appealing working environment.    

The company’s performance management strategy includes structured meetings where workers' progress toward fulfilling defined goals is assessed. During these sessions, group leaders, workers, and managers have the opportunity to share their thoughts, corrections, and guidance on how well people are doing in meeting their goals.  

Volkswagen also has modern people analytics set up to drive data-driven decisions when it comes to managing the performance of its employees.   

20. Uber  

Uber has introduced what it calls the "Top 3 Bottom 3 approach" for performance management.  

Employees are asked to name their top three attributes or strengths, as well as their bottom three areas for improvement. Goals are then derived from these responses and incorporated into a system that employees, managers, and top executives can access.   

This approach focuses on development rather than previous behavior. Formal and frequent feedback is offered, and it is classified as either positive reinforcement or constructive advice.  

21. Reliance Capital  

Reliance Capital, a part of the Reliance Group from India, follows a performance management approach that strengthen its culture of meritocracy in the company.  The system, that Reliance calls SOUL, focuses on the softer aspects of performance management, whereby the manager plays an active role in guiding, mentoring, and supporting teams to achieve breakthrough performance.  

SOUL stands for:   

S haring resources & ideas to enable  

O utperformance through coaching & mentoring of the team, based on  

U nderstanding, and  

L istening.

22. JP Morgan

JP Morgan’s performance management strategy lays emphasis on continuous feedback. The company has created an internal application – Insight360 – that delivers constant feedback to its 240,000+ employees.  

Employees can request feedback from their coworkers and managers at any time using the web-based tool. Managers will also be able to ask their peers for comments on their employees. With Insight360, subordinates will be able to review their supervisors instead of only the other way around.

Performance management is evolving, and it is critical to transition to a system that increases organizational productivity and helps you stay ahead of the competition. Feel free to draw inspiration from these brands to improve your performance management system and practices!

Find out how Darwinbox can help you learn from these examples of performance management, and craft the right strategies for your organization. To automate this critical process, book a demo today!  

Recommended Reading

What are the features of an effective performance management system, digital performance management: optimize employee performance in real-time, leadership insights: navigating emerging trends and the future of performance management, speak your mind.

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performance management assignment final draft

Related Papers

Adeola Olayiwola

Dr. Sajuyigbe Ademola

OLUBIYI OLAYIWOLA S

anchal sharma

Thabile Mokoena

International Journal of Human Resources and Procurement

Kolawole S . Ajibola, PhD , Elegwa Mukulu

This study focused on performance appraisal as a determinant of employee work engagement in manufacturing firms in Nigeria. Descriptive research design was adopted by the study. Sample for the study was done using purposive, stratified, and simple random sampling techniques. Qualitative and quantitative data was collected through the use of questionnaire, Pearson Products Moment Correlation analysis was used in determining the relationship between performance appraisal and employee engagement in Nigerian manufacturing firms. The study found out that there is positive significant relationship between performance appraisal and employee engagement. The study concluded that there were traditional performance appraisal practices in manufacturing firms in Nigeria. In view of the findings, the study recommends that manufacturing firms in Nigeria should embrace continuous performance appraisal to improve the level of employee engagement among its workforce.

Supriya Mahajan

Performance Appraisal Systems one of the important component of human resource management. This component also plays a very important role in the job satisfaction of employee. It is a system which is used to evaluate the performance of an Employee in the organisation. This is the evaluation system on the basis of which employees salary is increased or decreased, their promotion or demotion is done. The organisation may be some institution, company, industry or any firm. This study completely based on the Performance Appraisal System. The main purpose of the study is to measure satisfaction of Employee with Performance Appraisal System and to find out the relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. The organisation in this study is educational institutes of Jalandhar. The Employees in the study are the faculty members of the educational institutes. A sample of 200 respondents is taken to conduct the study. Correlation technique is used to find out the relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. The findings show that maximum number of respondents (faculty members) is satisfied with their Performance Appraisal System. The findings also revealed that there is a positive relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. Some suggestions have been made on the basis of the findings of the study.

Ayentimi Tutu

Good performance management practice is crucial in modern times. Unfortunately for many years, corporate executives and academic scholars have been debating the consequences of poor performance management practices in organizations. The main focus is on performance management practices and its improvement to enhance the performance of employees. However, emphasis is on poor employee performance due to informal performance management practices at Oti-Yeboah Company Limited. This is an exploratory study, as a result, a single case study organization was chosen. The study adopted a multi-method qualitative case study approach using both primary and secondary data sources. A stratified random sampling technique was used with a sample size of 111 respondents from all departments of the Company. The study revealed that supervision and control system, coaching, delegation and performance measurement are the main management practices and were poorly applied in managing employee performance. Therefore, the informal performance management practices led to poor employee performance in the Company.

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The Ultimate Guide to Performance Management: 5-Step Process and Best Practices

Published: January 20, 2022

Peter Drucker once described customers as the "most important stakeholders." While this may be true, your customers are dependent on one thing.

No, it’s not your product (though that’s definitely important). It’s actually your employees. Without your employees, products won’t get made, customers won’t learn about those products, and there will be no one there to sell or deliver those products, or provide customer service to them after they’ve purchased.

While your customers may be your most important stakeholders, in a business or organization, your employees are your biggest asset. Their performance, mindset, attitude, and loyalty can make or break your company's performance and determine whether or not you will have any customers to sell to.

Because of this, you will want to ensure that your employees are meeting expectations, and improving in necessary areas. Performance management aims to foster the best possible employees so your organization can thrive well into the future.

What is performance management?

Performance management is a process that allows managers to assess their employees’ work and support of business objectives. The goal of performance management is to track and improve the skills employees need to perform their necessary job duties.

Elements of performance management include giving performance appraisals, utilizing key performance indicators (KPIs) and management dashboards, peer review, 360-degree feedback (multiple individuals from managers to subordinates assist), and the use of employee management software.

A similar term, performance appraisal, also focuses on goals and self-improvement, but is focused on the individual and does not take the strategic goals of the organization into account.

Performance management is not only important to the organization, it’s essential for the individual as many growth opportunities including bonuses, promotions, and ultimately dismissals, are tied to this process.

Effective Performance Management

Effective performance management will look different depending on your specific industry and your organizational goals. However, there are two approaches you can take to get started.

Behavioral Approach

This works well when your employees work (and achieve) as part of a team and measuring individual results is difficult to do. In this approach, you evaluate your employees based on their behaviors and effort. Feedback looks like identifying current behaviors, communicating desired future behaviors, and providing training or coaching to bridge the gap between where they are and where you would like them to be.

Results-oriented Approach

This approach is ideal when performance metrics are easy to quantify such as meeting a sales quota, clocking billable hours, or reaching certain call statistics. In this approach, you focus on the quality and quantity of the end result.

Performance Management Process

A performance management plan consists of a five-step process. Let's take a closer look at the five steps.

While employees’ goals and responsibilities are outlined in the job description when they come on board, it’s essential to review this information with them regularly. Clearly set and communicated goals will help your employees understand what is expected of them and when they are falling behind.

Management should be monitoring their employees’ performance continuously. If you only check in once or twice a year, a slight veer off the prescribed path could have lasting impacts on one’s performance. That’s why staying in constant communication with your employees and keeping an open environment for feedback is essential all year long. This is especially true with fully remote teams, so this is where employee monitoring software can be a crucial tool in your arsenal.

If you have identified areas of improvement for your employee, you can work with them to provide training, mentoring, educational courses, or other materials that can help them get back on track or fill any skill gaps.

Without a rating scale, it can be difficult to recognize whether employees are improving from their development plan. Additionally, with a rating scale that is communicated to employees, they know where they currently stand, and what is needed to move them to the next level of performance.

While every step of the process is necessary, the reward may be the most important. Positively reinforce employees who are hitting their goals or working towards them. Recognize them for their hard work and for striving to be better and do better for the organization.

This can be in the form of bonuses, thank you cards with token gifts, public recognition, or through an employee rewards program. It not only inspires the employee who is being recognized but motivates others who may need an extra incentive.

Remember that the performance management process is a cycle that must be continuously employed throughout an individual’s time at your organization.

You’re never "done" with performance management and this should be conveyed to your employees when they join the company, and then communicated to them throughout their employment. Without open communication throughout the process, employees may become complacent in their lackluster job performance or disengaged.

Performance Management Best Practices

This concept and process have been around for years and thankfully, there’s no need to reinvent the wheel. There are a number of performance management best practices that you can incorporate into your plan.

• Re-evaluate goals regularly. If there’s anything the COVID-19 pandemic has taught us, it’s that societal shifts can demand a new approach to business. Goals may need to change and clinging to old decisions in a new world could cause you to penalize (and lose) good employees.
• Employ SMART goals. In order to be achievable, goals must be clearly defined and communicated, and Specific, Measurable, Actionable, Relevant, and Time-bound. Employees will be more likely to achieve goals when they are properly crafted.
• Utilize the objectives and key results methodology. The OKR methodology can help your team set, communicate, and track organizational goals. This will foster accountability among your employees.
• Have performance conversations throughout the year. Performance management conversations should not reveal any surprising information to the employee or manager. Ideally, managers are having open conversations with their team members about performance throughout the year, and performance reviews should serve as a check-in documenting performance over a specified time period. When you communicate regularly with each of your employees, they learn to expect constructive feedback and look forward to these encounters.
• Standardize and automate your process. All employees should follow the same performance management process, and be held to an even standard. In addition to making the process fair, there comes a tipping point when you may have too many employees to manage throughout a continuous cycle, and having a set process and automated software solution to manage performance reviews can be a helpful asset.

While creating a performance management plan in your organization will take some time and effort, it’s a necessary process for a thriving organization. Knowing which employees are excelling in their roles and reaching (or exceeding) goals, which employees need more support is priceless information.

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Performance management process

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

February 3, 2020 · updated April 2, 2024

6 minute read

What is the performance management process?

1. planning, 2. coaching, 3. reviewing.

The performance management process is a collaborative, communication-based process where employees and management work together to plan, monitor and review the employee’s objectives, long-term goals, job trajectory and comprehensive contribution to the company.

This process is continual, with regular sessions where both management and employees have the opportunity to give and receive feedback.

According to the Gallup State of the American Workplace study , only 22% of employees are engaged and thriving . Employees who are engaged and thriving are more likely to maintain strong work performance, even during difficult times. This also means that 78% of the workforce could do better work if only their organization had the right type of management process .

Some reasons cited in this study for lack of motivation are seeing less deserving employees receive promotions, lack of actionable feedback, and management not involving employees in goal setting. All of these taken together show the importance of the performance management process, and why each part of it must be done well for the process as a whole to succeed.

The performance management process, when done correctly, is designed to fix those problems in the workplace, setting employees up for success in achieving both their goals and overall company objectives.

Performance management process steps

The steps in the performance management process can be broken down into four broad categories: Planning, coaching, reviewing and rewarding. Each step is equally important, and together form the backbone of a company’s performance management process.

The first step of the performance management process is Planning .

1.1 The defining stage

The performance management process begins with the planning stage.

HR and management need to define the job itself, including a comprehensive description, long and short-term goals, identify key objectives and develop a clear metric for how those objectives and goals will be assessed.

Goals should be clear, done in the SMART format (specific, measurable, attainable, relevant, time-based) and clear performance standards should be set.

1.2 The feedback stage

Once management has completed the defining stage, employees should have the opportunity to give input on this material. They are the one doing their job and will have a key insight into what skills, competencies and goals will best assist the company to achieve organizational goals.

1.3 The approval stage

Management and employees both agree to the definition of the role, goals and objectives.

By making this first step of the performance management process collaborative, management sets the stage for the process as a whole to be collaborative, and the employee feels that they are involved in goal setting – an important thing, as evidenced by the Gallup study.

2.1 Organize meetings on a timely, regular basis

Once the parameters of the job and objectives for the future have been set, the next step of the performance management process begins.

The coaching process is extremely important and must be done on a regular basis. Meetings should be at least quarterly, although monthly meetings are the ideal.

2.2 Provide necessary training, coaching and solutions

These meetings should focus on solutions and coaching opportunities, rather than punitive measures for lackluster performance.

If accountability is made into a negative, then employees will avoid it rather than being honest about where they are struggling.

In some cases, management training in this area can be very helpful to an organization.

2.3 Solicit feedback on both sides

Management should be able to give – and receive – honest feedback and work with employees rather than adopting a combative stance. The ability to give actionable feedback is important here.

2.4 Revisit objectives as necessary

As the performance management process continues, management should revisit objectives to see if adjustments should be made, as well as pay attention to career development opportunities for their employees.

This step involves reviewing the overall performance of the employee, how well the process itself worked, and it also includes the reward – which is an extremely important part of the overall process.

3.1 Reviewing employee performance

At the end of the yearly performance management cycle , there should be an employee review, which is sometimes also called a performance appraisal. Typically, these are held once a year, to look at how well the employee performed over that span of time.

There should be a clear record from previous check-ins to show the employee’s progress throughout the year. The monthly check-ins are to help the employee with problem-solving, adjusting goals and other future-looking tasks. This performance review is the only step that looks backward, to assess the behavior of the past year.

3.2 Reviewing the performance management process

At this stage, it is important for both management and employees to look over the previous year and see how well the performance management process worked.

Questions that can be asked are:

• Were personal and organizational objectives met? If not, why?
• What challenges did the employee face?
• What training would help the employee perform better?
• How did management feedback help? If not, why?
• How could the process be made better?
• Was the time spent on this process effectively?

3.3 Reviewing overall goal completion

Of course, one of the main questions to answer is ‘did the employee reach their goals?’ How well did the employee succeed at the tasks given to them throughout the year?

It is important to look at both smaller and larger goals, as this can give an indication to problem areas where training or interventions can be applied.

3.4 Giving actionable feedback

A key part of the review is to give and receive feedback.

Management should give actionable feedback for the employee so that they know areas where they can improve future performance.

The employee should also be invited to give feedback on the process, and how management can do better on their end.

The last step in performance management process is Action .

4.1 Reward and recognition

The last step of the performance management process is the reward and recognition.

This step is absolutely key – employees will not stay motivated if they are given no reason to. This does not necessarily have to be monetary, although it likely will include monetary compensation. Other rewards could be new projects, company-wide recognition, time off, or leadership opportunities.

4.2 Setting the stage for next year’s performance management cycle

The end of the performance management cycle gives management and employees one last chance to offer feedback on the process as a whole and asks for thoughts and feedback for the planning stage for the next year’s cycle.

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9 Performance Management Examples [+10 Brand Examples]

Table of Contents:

• Pros and cons of some performance management

9 practical examples of performance management for businesses

10 brands and their performance management strategies and examples, pros and cons of performance management.

Employee performance management is practically one of the most crucial business processes. For this reason, you need to figure out what kind of employee performance management will be the most efficient for your company. Mainly, there are two types of employee performance management: qualitative and quantitative employee performance management.

Qualitative employee performance management means that the employee should set a goal clear in his mind and have enough time (normally at least three months) to achieve it. On the other hand, quantitative employee performance management can be done by measuring work progress by measuring indicators such as elapsed time and the number of tasks completed towards an expected output or result. It's also necessary to consider weekly work hours and possible overtime when using this employee performance management example. ‍

Each company owner or manager should consider employee performance management examples depending on business objectives, industry specifics, work culture, available resources, etc. There are some pros and cons which you need to know about employee performance management before making your decision. ‍

Pros of employee performance management: ‍

• Employee engagement
• Higher employee motivation
• Enhanced ability to retain good employees 
• Improved chance of controlling costs
• Increased transparency for managers
• Quick reaction to changes in the market environment 
• More efficient planning and forecasting process when using employee performance management software 

Cons of employee performance management:  ‍

• Employee performance management can't provide 100% accurate results
• Employee performance management has a lot of limitations because employee performance and employee productivity can't be measured and monitored all the time (there can be many unexpected factors that influence employee performance)
• Employee performance management takes a lot of time and effort

Employee performance management examples can vary depending on the business industry, company size and objectives. This is why there are at least nine performance management examples that you can use for your own company: employee performance management by employee group; employee performance management by employee; employee feedback; employee recognition; goal-setting; peer review; 360-degree feedback; coaching; employee performance management software.

• Employee performance management by employee group means that managers are responsible for the employees' performance based on their groups (e.g., executive assistants, customer service representatives, customer support team etc.). ‍
• ‍ Performance management by employee suggests dividing all employees into groups according to skills needed to achieve the company's objectives. For example, employee performance management for marketing and sales department employees should be different from those in the IT sector because business objectives and work culture can be significantly different. ‍
• Employee feedback is a good employee performance management example that helps improve the existing employee performance management process: you should ask your employees what could be done better or differently to increase employee performance. ‍
• Employee recognition is an employee performance management example that focuses on rewarding good employees for their great work . It can be done in many ways: formal employee of the month awards, employee bonuses, employee gifts etc. ‍
• Goal-setting is one of the best employee performance management examples because it's closely related to both employee performance management software and employee performance management by an employee. Goal setting process can be done with the help of modern performance management software or using a manual method. ‍ ‍
• Peer review is employee recognition that shows how co-workers appreciate each other for good employee performance . It's one of the best employee performance management examples because it boosts employee motivation and increases employee engagement. ‍
• 360-degree feedback is an employee performance management example that includes evaluating employee performance with the help of several managers (manager, subordinates, co-workers etc.). 360-degree feedback helps evaluate each employee more accurately since there are several opinions about employee performance. ‍
• Coaching is an employee performance management example that can be done with the help of employee performance management software (there is employee performance management software like BetterManager available) or without it (especially in small businesses). Coaching includes providing employees with advice and recommendations on how they can achieve better employee performance.  ‍
• Employee performance management software is a great employee performance management example that can help managers to manage employee performance and develop their leadership skills. Employee performance management software consists of employee feedback, employee recognition, goal-setting and employee coaching applications.

Top brands all around the world use employee performance management examples like employee feedback, employee recognition and goal-setting to develop their business strategies. Here are some employee performance management examples that top brands around the world use:

• Video games industry: Top brands in this industry create employee performance management examples by focusing on employee appreciation and setting employee goals. For example, Valve Corporation is a well-known software company that released an employee performance management tool called “Kudos” that lets employees recognize each other. Besides employee performance management examples like goal setting and employee recognition, Valve Corporation uses employee feedback such as employee performance management. A typical example is that employees can leave notes on a software project if they have a new idea about it, which the team lead may consider when he makes a new update project plan. ‍
• Airbnb employee performance management software (which can be found on BetterManager) is employee feedback/review that has employee performance management by employee feature. ‍
• LinkedIn performance management metrics include employee goal setting, where employees set their long and short-term targets. They are further evaluated on how successful they were in meeting those targets. Also, this employee performance management example includes 360-degree feedback as well as employee recognition. ‍
• Facebook employee performance management software helps managers to provide employee feedback/review and employee goal setting; employee performance management example also includes employee coaching. ‍
• Microsoft’s employee performance management strategy is employee goal-setting, where employee's progress toward their goals is constantly monitored. This employee performance management example focuses on contributing to business growth as well as personal development of employees. ‍
• Dell provides managers with employee performance management software which includes employee feedback/review application. ‍
• Uber employee, performance management example, includes employee goal setting and employee recognition, employee performance management by peer (employees appreciate their co-workers for good work). ‍
• Twitter employee goal-setting is one of the best employee performance management examples because it's an employee goal-setting by employee feature which allows employees to set their targets and track their progress. Employee performance management example also includes employee coaching. ‍
• Disney employee goal setting an example is an employee performance management technique where employees set goals related to the company’s business metrics and employee development. Employee feedback/review application also comes with this employee performance management software. ‍
• IBM employee performance management software is an employee feedback/review application (360-degree feedback) that allows employees to provide managers with employee feedback and make necessary improvements. This employee performance management example also includes goal-setting application.

It can be difficult getting the right performance management tool for small and medium businesses. Rather than getting expensive software and educating your whole team on it, download Matter's free Slack app and start giving constructive feedback and Kudos all inside of Slack. It comes with unlimited seats and feedback and is perfect for any team size.

Start Employee Recognition, Rewards, & Surveys

Recognition, Rewards & Surveys all in Slack or Teams

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12.4: Assignment- Performance Appraisal Training

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• Nina Burokas
• Lumen Learning

If you’ve ever had a performance appraisal where the person conducting it really cared about the process, you know first hand the motivational impact. Unfortunately, that’s rarely the case. Appraisals are generally poorly researched and written, leaving the employee feeling unappreciated and demotivated. Given the business and human resource management implications, the ability to provide effective feedback—recognition and developmental—is an essential management competence and a critical HR and organizational priority.

The firm’s Employee Engagement principal was particularly impressed with your Onboarding presentation and has requested your assignment to a second project with significant engagement implications: reimagining the Performance Appraisal process. Specifically, the principal has asked you to review the appraisal best practices and techniques discussed in Module 9 and conduct additional research as necessary to develop a 2–3 page outline for a performance appraisal training program that incorporates that learning and addresses issues—i.e., cognitive bias.

Your outline should reflect an understanding of Kim Scott’s Radical Candor, Lenny Rachitsky’s Performance Management System, and the agile methodology Peter Cappelli and Anna Tavis discuss in The Harvard Business Review article “ The Performance Management Revolution .” Since you will be synthesizing existing material, be sure to give credit where credit is due and cite sources appropriately.

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Blog Human Resources 12 Best Performance Improvement Plan Examples for Strong Performance

12 Best Performance Improvement Plan Examples for Strong Performance

Written by: Danesh Ramuthi Oct 26, 2023

A Performance Improvement Plan (PIP) is a formal tool that outlines areas for employee enhancement, setting clear targets and offering guidance. 

It is not just a list of shortcomings; it sets unambiguous objectives for the individual and offers them a roadmap for attaining those milestones. The objective is to foster growth, improve productivity, and ensure that the employee aligns with the company’s goals and values.

When implemented strategically, a PIP can rejuvenate a professional atmosphere, empowering companies to elevate their team’s efficiency, hone their potential, and align with the greater organizational vision.

Creating an effective PIP requires precision, understanding of the employee’s needs, and clarity on the desired results. 

For those seeking tools to assist in this process, Venngage offers business plan maker and performance improvement plan templates , simplifying the task of designing a PIP that meets both employee and organizational needs.

Click to jump ahead:

What is the purpose of a performance improvement plan?

12 performance improvement plans examples.

• How to write a performance improvement plan

Tips to address poor performance while maintaining their self-esteem 

Final thoughts.

A Performance Improvement Plan, commonly known as a PIP, is a structured framework designed to assist employees in enhancing their work performance. 

It’s a proactive approach taken by companies to ensure that team members are performing optimally and aligning with the company’s culture and goals.

There are various reasons why a manager or supervisor might introduce a performance improvement plan. 

Often, it’s in response to performance issues that have been observed over a period, such as the past three months. 

• Common triggers for a PIP : Errors in tasks, unprofessional behavior, and poor time management are often reasons to initiate a PIP.
• Importance of accurate data handling : When data is mishandled, it jeopardizes the company’s efficiency and can lead to flawed business decisions.
• Clarity is paramount in a PIP : Objectives in a PIP must be clear and measurable to ensure both managers and employees understand the performance standards expected.
• Incorporating best practices : A PIP should include industry-specific best practices to guide the employee toward tangible improvement, such as SPSS practices for data roles.
• Personalization is key : Though a PIP might follow a template, it should be tailored to address the unique challenges and performance issues of the particular employee.

Related: 13+ Constructive Performance Appraisal Examples & Phrases to Simplify Review Season [+ Templates]

A Performance Improvement Plan (PIP) serves as an essential tool to bridge the gap between current employee performance and the desired outcomes. 

These plans offer a structured approach to address deficiencies, provide clarity on expectations, and layout specific actions that can lead to enhanced performance. 

Here, we delve into 12 diverse PIP examples to provide a comprehensive understanding of its application across various scenarios.

Performance improvement plan example for employees

Crafting a performance improvement plan for employees requires a comprehensive understanding of the existing performance issues, alongside the foresight to outline actionable measures for enhancement. 

Such a plan acts as a beacon, guiding employees through the sometimes foggy terrain of professional expectations and responsibilities.

Things to include in a performance Improvement plan for employees : 

Employee name : Elisa Sebastian

Job title: Data entry specialist

Staff no: DE12345

Department: Data Management

First meeting date: 03/10/2023

Performance problem : Inaccuracies in data entry, including mismatches of customer details with their corresponding records and repeated instances of duplicated entries.

Reason for poor performance : After a detailed review, it was observed that the main reasons for these errors were not double-checking entries against source documents and missing out on using data validation methods within the software.

Action to be taken:

• Attend a training session with the IT department within the next week to get acquainted with advanced data validation tools.
• Allocate the first 30 minutes of each workday to review the previous day’s entries to identify and correct potential inconsistencies or errors.
• For the next three months, collaborate with Harold Das , Senior Data Entry Specialist, for a weekly review of your data entries. After demonstrating consistent accuracy over this period, the frequency of reviews can be adjusted.

Performance improvement plan example for poor leadership

Leadership forms the bedrock upon which the company culture and team dynamics are built. When a team member, especially in a managerial or supervisory role, exhibits signs of poor leadership, it can ripple through the entire team, leading to decreased morale, increased staff turnover, and an overall decline in work performance. 

A performance improvement plan targeting poor leadership needs to focus on measurable objectives that address specific leadership deficiencies. This could range from a lack of constructive feedback provided to team members to the inability to address performance issues in a proactive manner. 

Employee name: Leo Das

Job title: Content writer team lead

Conversation date: 05/10/2023

Next review date: 12/01/2023

Example of performance during review period: It was observed that Leo struggled to lead the content writing team effectively. There were reports of missed deadlines, lack of clarity in project objectives, and feedback from team members feeling unsupported or unclear about their roles.

Additionally, two team members expressed concerns about not receiving timely feedback on their work, leading to repeated mistakes.

Improvement plan:

• Leadership training: Leo should attend a leadership training workshop within the next month to enhance his leadership skills, focusing on communication, delegation, and team motivation.
• Regular team check-ins: Leo should implement weekly check-ins with each team member. These sessions will focus on understanding their challenges, providing timely feedback, and clarifying project objectives.
• Feedback mechanism: Introduce a structured feedback system where team members can provide anonymous feedback about the leadership style, concerns, and areas of improvement. Review this feedback monthly and take actionable steps to address the concerns.
• Time management: Enroll in a time management course to ensure that tasks are delegated, reviewed, and completed on time. This will help in keeping the team aligned and meeting project deadlines.
• Mentorship: Pair Leo with a senior leader in the company for a three-month mentorship program. Regular interactions with the mentor will provide guidance and share best practices in team management and leadership.

Performance improvement plan example for communication issues 

Communication is the lifeline of a cohesive and productive team. When there are lapses in this vital aspect, it can lead to misunderstandings, inefficiencies, and a disrupted work environment. 

A performance improvement plan targeting communication issues dives deep into understanding the root cause. 

The plan should offer a clear path to improvement, which can include communication training, tools to aid in clearer data processing, or sessions focusing on SPSS best practices if the communication issue revolves around data presentation. 

Employee name: Danesh Muthuvel Pandian

Job title: Marketing specialist

Conversation date: 10/03/2023

Next review date: 01/10/2024

Goals & objectives: 

Enhance effective communication to foster clearer understanding among team members, minimize errors arising from miscommunication, and ensure stakeholders are consistently kept in the loop.

Action & strategies:

• Attend communication workshops to better articulate ideas and feedback.
• Initiate weekly team meetings to discuss ongoing projects, potential bottlenecks, and team concerns, and implement some of Robert’s Rules of Order to ensure everyone has a fair chance to speak.
• Implement a structured approach to emails ensuring clarity, conciseness, and completeness.
• Use collaboration tools like Slack or Teams more effectively, ensuring important messages are categorized appropriately.
• Communication workshops: Scheduled for the first two weekends of November 2023.
• Weekly team meetings: Every Wednesday starting from November 15, 2023.
• Email communication improvements: Immediate implementation with a review after two weeks.
• Collaboration tools training: November 21-22, 2023.

Measurement/Success criteria:

• Achieve at least 90% positive feedback on improved communication in the next team survey.
• Reduce misunderstandings arising from miscommunication by 80% in the next quarter.
• Increase in stakeholder satisfaction regarding project updates and clarity by Q1 2024.
• 100% team participation and effective use of collaboration tools by December 2023.

Training and development opportunities:

• Communication workshop: Designed to enhance verbal and written communication skills. Timeline: November 5-6 and November 12-13, 2023.
• Effective email writing course: To ensure clarity and effectiveness in written communication. Timeline: November 19, 2023.
• Collaboration tools mastery: Ensure the team can effectively utilize tools for better communication. Timeline: November 21-22, 2023.

  Budget:

• Communication workshops: $1,200
• Email writing course: $400
• Collaboration tools training: $600

Performance improvement plan example for unprofessional behavior

In a professional setting, decorum and appropriate behavior are non-negotiable. Unprofessional behavior, whether in team meetings, towards peers, or even in casual interactions, can significantly impact company culture and the work environment. 

Addressing such issues requires a performance improvement plan tailored to provide clarity and actionable guidance. This plan should start with a clear idea of the instances of unprofessional behavior exhibited by the particular employee. 

Employee name: Aahana Neha

Supervisor: Morgan Hayes

Date: 03/10/2023

Employee ID number: NEHA12345

Reason for improvement plan: Aahana has exhibited repetitive unprofessional behavior, including frequent tardiness and inappropriate comments to colleagues.

Previous disciplinary actions:

• Date: 01/05/2023: Addressed for tardiness.
• Date: 02/15/2023: Counseled for using inappropriate language with a team member.
• Date: 02/28/2023: Written warning for disrespectful behavior during a team meeting.

Steps for improvement:

• Attend a professionalism and workplace etiquette workshop by the end of October 2023.
• Engage in bi-weekly check-ins with the HR department for behavioral feedback and necessary adjustments over the next three months.

Required result: Aahana is expected to demonstrate consistent punctuality and foster a respectful, positive environment for her colleagues. Failure to show marked improvement or recurrence of inappropriate behavior will result in further disciplinary action, up to and including termination.

Performance improvement plan example for poor quality of work

Delivering consistent quality of work is a pillar on which organizational success rests. When an employee’s output doesn’t meet performance expectations, it’s crucial to take prompt and constructive action. 

A performance improvement plan for poor quality of work focuses on identifying specific areas of concern. Whether it’s errors in a data entry task, inability to process large data sets accurately, or general sloppiness in job responsibilities, the plan must pinpoint these areas. The next phase involves providing the necessary tools and training to improve their work. 

Employee name: Risven Premen

Review period: January 2023 – September 2023

Department: Product Design

Meeting time: 10:30 AM, October 6, 2023

Example of performance during review period: Risven’s recent designs have lacked the precision and innovation expected of his role. Feedback from clients indicates dissatisfaction with the final outputs on two major projects.

Improvement plan: Risven is expected to attend a two-week advanced design workshop by the end of October. Additionally, all subsequent designs for the next quarter should be peer-reviewed before submission to clients. -t-

Performance improvement plan example for customer service

Customer service is often the frontline of a company’s reputation. When an employee fails to deliver in this domain, it can lead to tangible business losses and a tarnished company image. 

A performance improvement plan tailored for customer service issues will begin by delineating specific performance issues, whether it’s mishandling customer complaints, not processing inputs reflectively, or not adhering to the company’s customer service standards. 

Employee name: Suriakala Holmes

Supervisor: Marianne Fisher

Date: 06/14/2023

Employee ID number: SKALA5678

Reason for improvement plan: Suriakala has received multiple complaints from customers regarding a lack of responsiveness and impatience during interactions.

• Date: 01/18/2023 – Received feedback on not adequately addressing a customer’s concerns, leading to an escalated complaint.
• Date: 03/10/2023 – Noted for taking longer than the standard response time to get back to multiple customer inquiries.
• Date: 05/28/2023 – Documented incident of not using the company-prescribed greeting and sign-off during a client call.

Steps for Improvement:

• Enroll in a customer service training program to enhance communication and problem-solving skills.
• Have weekly evaluations with the team leader for the next two months to monitor and provide feedback on customer interactions.

Required Result: Suriakala must demonstrate consistent patience, active listening, and professionalism in all customer interactions. A recurrence of negative feedback or non-compliance with these standards within the next review period will lead to further disciplinary actions, which may include termination.

How to write a performance improvement plan?

In today’s competitive business landscape, maintaining an optimal level of performance across team members is important. When performance dips, it’s essential to address the issue head-on.

This is where the Performance Improvement Plan (PIP) comes in – a structured and formalized approach to help employees reach their best potential.

Crafting a precise and effective PIP can seem daunting, but with a systematic approach and a keen focus on the key components, the process becomes transparent and straightforward.

1. Identify the performance issues

Before drafting the plan, it’s imperative to have a clear understanding of the performance issues. Whether it’s inconsistencies in a data entry task, unprofessional behavior during team meetings, or simply not meeting performance expectations, pinpointing the problem is the first step.

2. Specify measurable objectives

Your PIP should include measurable objectives that are specific to the employee’s role. This could be about processing a particular number of data sets accurately, improving time management, or any other quantifiable performance goals relevant to the employee’s job responsibilities.

3. Detail the action plan

Lay out actionable steps the employee needs to undertake to improve their work. Some of the steps that can be taken involve completing training sessions, attending workshops on SPSS best practices, or simply dedicating more focus to a particular data entry task. Make sure each step is clearly defined, achievable, and aligned with the improvement goal.

4. Set clear performance standards

It’s essential to ensure the employee understands the expected performance standards. These standards should provide a clear path to what is considered acceptable and exceptional in their role.

5. Schedule regular check-ins

Regular check-ins with the manager or supervisor are pivotal. The reason for this is that it provides an opportunity for constructive feedback, allows for course corrections if needed, and helps measure success at regular intervals.

6. Define the review period

Specify a timeline for the PIP, whether it’s the upcoming three months or another duration. By the end of this period, during the final review, there should be discernible improvement in the employee’s performance.

7. Discuss potential outcomes

It’s essential to discuss the potential outcomes with the employee. If they meet or exceed the performance expectations, what will be the next steps? Conversely, if the employee fails to show improvement, outline any potential disciplinary action or changes in job responsibilities.

8. Incorporate feedback mechanisms

Constructive feedback is the backbone of any PIP. Whether it’s feedback from team members, superiors, or even self-assessment, the inputs should reflect data accurately and provide insights into areas of improvement and progress.

9. Make use of templates

To streamline the process and ensure consistency, consider using performance improvement plan templates. These templates usually encompass best practices and can be tailored to fit specific situations.

10. Conclude with mutual understanding

Once the PIP is drafted, discuss it with the particular employee. Ensure they understand the plan’s intent, the expectations, and the consequences. This mutual understanding is crucial for the plan’s success.

Related: How to Create a Process Improvement Plan [20+ Templates Included]

The performance of each team member plays a pivotal role in the overall success of an organization. While it’s crucial to address dips in performance, it’s equally essential to ensure that employees’ self-esteem remains intact throughout the process. 

Addressing performance issues doesn’t have to be a demoralizing exercise; instead, it can be a constructive and uplifting experience. 

Here are some tips to address poor performance while bolstering an individual’s self-worth:

• Open dialogue : Begin with a private conversation, ensuring the employee understands that the goal is improvement, not criticism. This provides a safe space for them to share any challenges they’re facing, be it work performance or external factors.
• Constructive feedback : When discussing performance issues, be specific about the areas that need attention. Use examples, such as pointing out errors in a task, to make your feedback tangible and clear, but always pair criticism with a suggestion for improvement.
• Focus on strengths : Even as you point out areas of concern, highlight the individual’s strengths and past achievements. This ensures they know their overall value to the team and the company.
• Use a structured approach : Implement a performance improvement plan (PIP) that offers a clear path to success. Performance improvement plan or performance review templates can provide a structured format to help guide this process.
• Training and resources : If an employee is struggling with specific tasks, such as data processing or time management, offer additional training or resources. It shows that the company is invested in their growth and willing to provide the tools they need.
• Set measurable goals : Instead of vague instructions, set clear, measurable objectives. This allows the employee to understand what’s expected and provides a roadmap for improvement.
• Frequent check-ins : Regularly review progress with the employee, offering praise for improvements and discussing any ongoing challenges. This ensures they feel supported throughout their improvement journey.
• Promote a supportive work environment : Company culture plays a significant role in how feedback is received. Foster an environment where continuous learning and growth are valued, and mistakes are seen as opportunities for growth.
• Avoid public criticism : Address performance issues privately. Avoid discussing these concerns in team meetings or other public forums, which can be detrimental to an employee’s self-esteem.
• Affirm commitment : Make sure the employee knows that the end goal is to help them meet performance expectations and grow in their role, not to push them out or replace them.

Read Also: How to Write a Performance Review That Inspires Growth (With Examples & Templates)

It’s evident that a well-crafted PIP is more than just a remedial tool. It’s a strategic asset, much like the nourishing blend of lemon water for our wellbeing. These plans, when implemented effectively, serve as a beacon, guiding employees back to the path of efficiency and excellence.

Every organization, regardless of its size or industry, will at some point need to address performance hiccups. Instead of viewing these moments as setbacks, it’s pivotal to see them as opportunities for growth, development, and forging stronger team dynamics. For example, you could offer wellness tips via email that can improve your staff engagement. These small gestures can also show your staff that you value them. 

For those seeking to design impactful Performance Improvement Plans, Venngage’s business plan maker stands as a valuable resource, offering customizable performance improvement plan templates to cater to diverse needs. 

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Performance review phrases for employee evaluation (with examples)

The purpose of employee performance reviews is to evaluate an employee’s work performance, provide feedback on strengths and areas for improvement, set goals for future development, and foster communication and alignment between employees and management regarding expectations and objectives. The important thing is to communicate feedback in a way that is objective as possible and easy for employees and managers to understand . This list of performance review phrases will help you conduct evaluations fairly and effectively .

TABLE OF CONTENTS

Performance review comments example

Phrases for employee strengths and weaknesses, performance review career goals examples.

PHRASES FOR PERFORMANCE EVALUATION

• Collaboration performance review comments
• Teamwork performance review comments
• Professionalism and Commitment phrases
• Attendance performance review comments
• Productivity and Quality of Work phrases
• Adaptability performance review comments
• Communication Skills/Interpersonal skills phrases
• Innovation and Creativity performance review comments
• Accountability performance review comments
• Customer Focus and Customer Satisfaction phrases
• Decision making and problem solving phrases
• Dependability and Reliability performance review comments
• Integrity performance review comments
• Flexibility performance review comments
• Leadership and Management performance review comments
• Initiative performance review comments
• Job knowledge performance review comments
• Planning and Organization performance review comments
• Time Management performance review comments
• Attitude performance review comments

Performance review closing comments

• Do performance reviews with software ✅

There are many different types of employee performance reviews , using a variety of performance management tools such as a 9-box grid . Another type of review employs 360 degree feedback which is a common feature of continuous performance management .

The way the phrases listed in this article could be used are demonstrated in the performance review comment example below:

During an annual employee performance review , a manager might provide a comment such as “John consistently demonstrates exceptional problem-solving skills, effectively resolving complex challenges.” This comment serves as an example of John’s strength in problem-solving and can be used to highlight his positive contributions and areas of expertise within the team. Additionally, it can serve as a basis for discussing specific accomplishments and areas for further development during the performance review discussion.

Employee strengths and weaknesses can be gauged in a performance review through objective metrics, self-assessment, manager evaluation, 360-degree feedback, performance appraisal forms, behavioral interviews, and skill assessments. These methods provide a comprehensive understanding of an employee’s performance, helping to identify areas of excellence and areas needing improvement.

When phrasing employee strengths and weaknesses during a performance review, it’s important to be specific, objective, and constructive. Here are some tips:

• Be Specific: Use concrete examples and evidence to support your assessments rather than generalizations.
• Focus on Behaviors: Describe observable behaviors and actions rather than making assumptions about personality traits.
• Use Positive Language: Frame strengths positively to acknowledge achievements and motivate further development. For weaknesses, use constructive language that emphasizes opportunities for improvement.
• Provide Context: Consider the employee’s role, responsibilities, and the organization’s goals when evaluating strengths and weaknesses.
• Offer Support: For weaknesses, suggest strategies for improvement and offer resources or training opportunities to help the employee develop.
• Balance: Recognize that every employee has strengths and weaknesses, and aim to provide a balanced assessment that acknowledges both.
• Remove bias: Removing bias from reviews involves objectively evaluating employees’ performance based on measurable criteria and avoiding subjective judgments or preconceived notions.

Take a look at the following examples on how employee strengths and weaknesses can be phrased during a performance review cycle.

Performance review strength

Example Phrases for addressing employee strengths:

• “Sarah consistently demonstrates strong leadership skills by effectively guiding her team to achieve project milestones ahead of schedule.”
• “Tom’s exceptional communication skills foster a positive team dynamic and enhance collaboration across departments.”
• “Lisa’s attention to detail ensures accuracy and precision in all her work, contributing to the high quality of deliverables.”

Performance review weakness

Example Phrases for addressing employee weaknesses:

• “While John excels in technical skills, he could benefit from improving his time management to meet project deadlines more consistently.”
• “While Rachel demonstrates creativity in problem-solving, she occasionally struggles with accepting feedback and incorporating it into her work.”
• “David’s excellent interpersonal skills could be further enhanced by actively seeking out opportunities to mentor junior team members.”

Now that you know how to conduct performance reviews and phrase feedback in a way that is useful to employees and managers, read through the examples below to find the phrases you need for all situations.

Although performance reviews can be stressful for managers and employees alike, they provide an excellent opportunity to connect with employees and understand their career aspirations . By engaging in these discussions, managers can gain valuable insights into employees’ goals and preferences, helping to align organizational objectives with individual development paths . This proactive approach fosters a supportive and collaborative work environment, ultimately benefiting both employees and the organization as a whole.

Performance review phrases collaboration

Giving employees feedback on collaboration is crucial. It helps improve teamwork, resolves conflicts, and builds trust. Feedback also guides continuous learning and ensures everyone is working towards the same goals.

Use these phrases to give employees constructive performance review feedback on collaboration.

Meets or Exceeds Expectations

• Demonstrates assistance to coworkers with tasks, even if outside direct responsibility.
• Consistently aids coworkers facing task difficulties.
• Effectively promotes cooperation to ensure team productivity and meet deadlines.
• Displays willingness to offer assistance.
• Receives constructive criticism positively.
• Ensures assignments are followed through and followed up with.
• Volunteers to aid other teams in meeting their goals.
• Readily shares information and resources with colleagues.
• Strives to understand diverse perspectives and find common ground.
• Recognizes and credits others’ contributions.
• Facilitates constructive conflict resolution by considering all sides.
• Treats all colleagues equally regardless of role or level.
• Keeps others informed of progress for collaborative input.
• Demonstrates flexibility in reaching mutually beneficial agreements.
• Respects others’ time by communicating delays and being punctual.
• Supports team decisions even when differing from personal viewpoints.
• Assists in the integration of new coworkers and their role understanding.
• Identifies opportunities for effective coworker collaboration.
• Promotes unity around shared goals.
• Considers multiple viewpoints when evaluating alternatives.
• Facilitates cooperation across departments and organizational boundaries.
• Aids in orienting newcomers to workplace norms and policies.
• Takes initiative to maintain positive working relationships.
• Shows active interest in coworkers’ work and offers assistance.
• Expresses appreciation for contributions to team success.
• Maintains an open mind and reevaluates assumptions.
• Acknowledges personal limitations and involves others as needed.
• Prioritizes team needs over personal preferences.
• Shares credit and deflects praise onto coworkers.
• Makes an effort to connect with coworkers beyond work responsibilities.
• Advocates for the team’s interests when interacting with other groups.
• Helps foster an environment conducive to cooperation and mutual support.
• Brings out the best in coworkers through respect, support, and positivity.
• Integrates cooperation and collaboration into regular work approach.

Below Expectations

• Demonstrates unwillingness to collaborate and prefers solitary work.
• Unwilling to assist coworkers, even upon request.
• Professional in work but hesitant to offer advice to others.
• Demonstrates reluctance to work with others.
• Least likely to offer assistance when needed.
• Adapts to new tasks effectively but fails to communicate with and train others.
• Withholds information and resources rather than sharing.
• Dismisses others’ viewpoints without consideration.
• Takes credit for joint work without acknowledging contributions.
• Tends to argue rather than seek consensus.
• Fails to make an effort to understand perspectives different from own.
• Shows favoritism towards certain coworkers.
• Keeps teammates uninformed about progress and plans.
• Unwilling to compromise on issues important to others.
• Misses deadlines without communicating delays appropriately.
• Undermines group decisions that don’t align with preferences.
• Fails to help new coworkers or ensure they understand their roles.
• Fails to identify ways for coworkers to work together effectively.
• Allows disagreements to divide the team rather than unite them.
• Considers only personal perspective rather than multiple viewpoints.
• Fails to facilitate cooperation between departments.
• Fails to help orient newcomers or introduce workplace standards.
• Does little to build positive relationships with coworkers.
• Uninterested in others’ work and does not offer assistance.
• Fails to acknowledge others’ contributions to success.
• Closedminded and does not rethink assumptions.
• Takes on too much personally rather than involving others.
• Prioritizes selfinterests over team needs.
• Takes credit for self and does not recognize others.
• Detached from coworkers outside of work responsibilities.
• Does not represent team interests to other groups.
• Fosters an individualistic rather than cooperative culture.
• Fails to bring out the best in coworkers.
• Cooperation is not a regular part of work approach.

Performance review teamwork phrases

During a performance review cooperation and teamwork are among the most important qualities that need to be evaluated. Check out these performance review comments on teamwork and choose the ones to ask employees during your next evaluation period.

Performance review phrases for teamwork

Meets expectations

• Shows a high level of team spirit, readily cooperating with team members to get the job done.
• Respects every team member.
• Works well with others.
• Always helps out to achieve the goals of the group.
• Has a great willingness to help fellow teammates.
• Is a good team member, very cooperative and helpful in times of need.
• Actively participates in team discussions and shares workload.
• Respects different opinions and encourages open dialogue.
• Maintains harmonious relationships and resolves conflicts constructively.
• Acknowledges contributions of others and praises the success of teammates.
• Shares knowledge and resources willingly to help teammates succeed.
• Maintains transparency and keeps teammates informed of progress and issues.
• Respects deadlines of other departments and coordinates effectively.
• Respects commitments to teammates and delivers on assigned responsibilities.
• Maintains a collaborative approach and shares credit for team achievements.
• Seeks feedback to improve and respects feedback from other team members.
• Motivates teammates during difficult periods and boosts team morale.
• Respects team norms and establishes a cooperative working environment.
• Values different skills and backgrounds that teammates bring to projects.
• Is flexible and willing to take on additional responsibilities as required.
• Respects team boundaries and does not overstep limits of other roles.
• Is respectful towards teammates and uses polite, considerate language.
• Supports team decisions respectfully.

Below expectations

• Does not have a good relationship with team members and sometimes refuses to accept their opinion.
• Is not consistent in supporting teammates.
• Does not understand how to share tasks with others.
• Is more suitable to an individual-focused environment than a group-work environment.
• Does not know how to cooperate with colleagues in the team to achieve targets.
• Is reluctant to share work and seeks individual recognition over team achievements.
• Argues with teammates and does not respect different opinions and views.
• Fails to keep teammates informed of progress and roadblocks in a timely manner.
• Takes credit for team successes but blames others for failures or mistakes.
• Lacks flexibility and is unwilling to help teammates facing workload issues.
• Plays politics within the team and fails to establish trust and cooperation.
• Does not respect team norms and creates disruptions through unprofessional conduct.
• Fails to value different skills and backgrounds of teammates.
• Does not acknowledge efforts of others and is reluctant to praise teammates.
• Argues with feedback and disrespects suggestions from other team members.
• Discusses team matters outside inappropriately and damages confidentiality.
• Lacks commitment to team goals and allows personal needs to hamper collaboration.
• Is inflexible and unwilling to take on additional responsibilities as required.
• Fails to establish rapport with teammates and comes across as arrogant.
• Lacks initiative in resolving conflicts constructively and damages team harmony.

Performance review phrases professionalism

Professionalism isn’t just a quality; it’s also an attitude. A professional attitude can make working together much easier. Because of this, professionalism may also be evaluated during a review. In addition to phrases to evaluate professionalism in the workplace, this list also contains commitment performance review phrases.

Meets or exceeds expectations

• Demonstrates self-motivation and strives to complete all tasks on time.
• Exhibits perfectionism, persisting until achieving excellent results.
• Displays significant interest in the job, constantly generating new ideas.
• Possesses a high level of professional knowledge in the field.
• Takes initiative and continuously seeks ways to improve work.
• Maintains a positive attitude even during challenging times.
• Takes pride in work and aims for high-quality outcomes.
• Stays updated with ongoing learning in the field.
• Approaches problems with care, diligence, and a solutions-oriented mindset.
• Consistently delivers work exceeding role expectations.
• Demonstrates passion for the profession and enthusiasm for work.
• Represents the organization professionally in all interactions.
• Pays meticulous attention to detail and rectifies errors.
• Assumes responsibility for work and refrains from making excuses.
• Manages time effectively to meet all deadlines.
• Proactively seeks to improve processes and find efficiencies.
• Maintains professional composure under pressure.
• Dedicates efforts to serving organizational goals and priorities.
• Exhibits high organization, ensuring well-documented work.
• Proactively anticipates problems and develops solutions.
• Takes on additional responsibilities voluntarily.
• Willing to work extra hours when needed to complete tasks.
• Maintains a high-quality portfolio of work achievements.
• Seeks feedback to enhance skills and performance.
• Sets an example of excellence motivating high performance.
• Demonstrates leadership and mentors less experienced colleagues.
• Displays full commitment to the organization’s success.
• Pursues continuous expansion of expertise in the field.
• Fails to fulfill required duties.
• Takes excessive breaks and shows reluctance in duties.
• Often attempts to leave the workplace early.
• Shows little genuine interest in the job.
• Punctuality and appearance are lacking.
• Misses deadlines and avoids responsibility.
• Produces sloppy work not meeting quality standards.
• Makes excuses for errors or problems.
• Resists feedback and lacks initiative.
• Knowledge in the field is outdated or insufficient.
• Represents the organization unprofessionally.
• Fails to anticipate issues, leaving problems for others.
• Avoids extra responsibilities and passes work to others.
• Unwilling to work additional hours when necessary.
• Ineffective in documenting or organizing work.
• Demonstrates lack of dedication to organizational goals.
• Disorganized, losing or misfiling important documents.
• Displays a negative attitude impacting others.
• Lacks punctuality, missing meetings or appointments.
• Portfolio lacks substance and accomplishments.
• Closed to feedback and unwilling to improve.
• Shows lack of passion for the profession or field.
• Fails to set a positive example for others.

Performance review phrases attendance

Recognizing employees for their punctuality and consistent attendance is crucial. Positive phrases may include highlighting their on-time arrivals, reliability in meeting deadlines, and adherence to company policies. This acknowledgment fosters a culture of reliability and contributes to a smooth workflow.

Attendance and punctuality performance review sample

Here’s a sample performance review comment addressing attendance and punctuality:

“Jane consistently maintains excellent attendance and punctuality, setting a reliable example for the team. Her consistent presence ensures that team meetings start promptly and deadlines are met without delay. Jane’s dedication to punctuality greatly contributes to the smooth operation of our department.”

Employee performance review phrases attendance

• Performance is always reliable, following the work schedule well.
• Manages the schedule efficiently, fully completing all assigned tasks for the week.
• Sets a standard with perfect attendance.
• Exemplifies an ideal employee, arriving and leaving on time, and taking breaks as scheduled.
• Arrives fully prepared to tackle responsibilities every day.
• Demonstrates reliability with no attendance concerns.
• Punctual for work and meetings.
• Always arrives prepared for work.
• Notifies managers well in advance of planned time off.
• Makes arrangements for coverage during absences.
• Present and engaged during scheduled working hours.
• Arrives early to prepare and stays late to complete work.
• Adheres strictly to scheduled start and end times daily.
• Always ready to start work promptly.
• Schedules personal appointments outside working hours.
• Coordinates schedules with coworkers to avoid disruptions.
• Exemplifies attendance standards.
• Ensures task coverage during absences with contingency plans.
• Always on time for shifts, meetings, and deadlines.
• Impeccable attendance and punctuality year after year.
• Committed to being present and productive during work hours.
• Optimizes schedule for productivity and availability.
• Takes initiative to swap shifts as needed.
• Reliable in unpredictable or emergency situations.
• Attendance sets a motivating standard.
• Communicates availability and schedule clearly.
• Exemplary attendance record with no issues.
• Demonstrates inconsistent attitude negatively affecting the team.
• Follows appropriate schedule but often returns late from off-site activities, impacting coworkers.
• Fails to meet punctuality standards.
• Does not respond to communications promptly.
• Frequently late for work, not adhering to attendance policy.
• Takes unapproved time off or exceeds allotted leave.
• Frequent absences or lateness without advance notice.
• Leaves early or takes extended breaks without permission.
• Unpredictable schedule disrupts coworkers’ work.
• Fails to make arrangements during absences, causing workload pile-up.
• Misses deadlines and appointments due to poor time management.
• Regularly late to meetings and appointments.
• Tardiness and absenteeism set negative example.
• Frequently unavailable during scheduled hours.
• Takes unscheduled days off with short notice.
• Requires excessive supervision and follow-up due to inconsistent schedule.
• Fails to adhere to attendance and punctuality policies.
• Unpredictable whereabouts and availability.
• Inconsistent response to communications.
• Inconsistent schedule disrupts operations.
• Attendance record shows repeated issues.

Performance review comments quality of work

Providing employees with feedback about productivity and quality of work is essential for their professional growth and contribution to organizational goals. By using performance review phrases tailored to productivity and quality of work, managers can offer specific guidance and set clear expectations, fostering a culture of continuous improvement and excellence in the workplace.

Productivity and quality of work performance review examples

• Detail-oriented approach ensures consistently high-quality work.
• Maintains a high level of accuracy consistently.
• Upholds a good standard of productive work.
• Takes on new responsibilities independently.
• Demonstrates a strong grasp of job responsibilities.
• Ensures accuracy in all tasks.
• Attends to every detail in assigned tasks.
• Valued for high-quality, accurate performance.
• Developed [program/initiative] yielding [x] results.
• Improved output/production by [x]%.
• Surpassed start of year goals by [number].
• Delivers consistent, reliable results for clients/customers.
• Completes tasks efficiently well before deadlines.
• Initiates process improvements for increased efficiency.
• Minimizes rework or corrections in work.
• Sets a high standard with work performance.
• Maintains meticulous records and documentation.
• Finds innovative solutions to complex problems.
• Work product exceeds role requirements.
• Completes extra tasks beyond normal duties.
• Receives consistent praise from customers/clients.
• Achieves results exceeding performance targets.
• Delivers work on time and within budget.
• Solutions are well-conceived and enduring.
• Rarely achieves monthly performance targets.
• Produces a higher defect rate compared to peers.
• Work does not meet required output standards.
• Demonstrates low knowledge of required work procedures.
• Reluctant to take on new responsibilities.
• Struggles to concentrate on work.
• Unaware of job requirements.
• Unreliable quality of work.
• Fails to check work thoroughly before submission.
• Unable to perform job without assistance.
• Lack of concentration leads to high error rate.
• Work doesn’t pass inspection by team members.
• Overlooks task details.
• Misses key task requirements.
• Fails to meet basic quality standards.
• Work requires excessive corrections.

Performance review phrases adaptability

Providing employees with feedback about adaptability is crucial because it helps them understand their strengths and areas for improvement in navigating changes and uncertainties within the workplace. By acknowledging adaptability through feedback, employees are encouraged to embrace new challenges, learn from experiences, and develop resilience, ultimately contributing to their professional growth and the overall success of the organization.

• Maintains a calm and composed demeanor under stressful situations.
• Acknowledges and recognizes proposals for change.
• Promptly tackles changes while completing assignments.
• Welcomes criticism to improve the business.
• Willing to explore more effective business methods.
• Adjusts approach when facing obstacles.
• Considers different perspectives before deciding on action.
• Incorporates feedback to improve work methods.
• Remains open-minded towards new ideas and suggestions.
• Readily accepts additional responsibilities when needed.
• Flexible enough to take on varied tasks.
• Adapts communication style to different personalities.
• Makes necessary adjustments to changing priorities.
• Alters approach based on unique situation demands.
• Tailors solutions according to target audience.
• Reworks procedures in response to shifting business needs.
• Modifies plans readily with new information.
• Fine-tunes methods to optimize performance.
• Varies problem-solving techniques for differing issues.
• Adjusts easily to new teams and working environments.
• Alters traditional methods for more effective options.
• Diversifies skill set through ongoing training.
• Reconsiders solutions in response to changing needs.
• Tweaks established processes with new developments.
• Modifies deadlines and timelines to accommodate changes.
• Reworks content for various presentation formats.
• Streamlines operations by refining ineffective practices.
• Upgrades skills continuously to stay ahead of changes.
• Slow to confront changes.
• Unwilling to accept even minor changes.
• Easily confused about “out of plan” changes.
• Unwilling to accept last-minute changes.
• Struggles adjusting to unexpected obstacles.
• Resists considering different viewpoints.
• Fails to incorporate constructive criticism.
• Dismisses new ideas without proper evaluation.
• Declines additional responsibilities outside scope.
• Struggles shifting between diverse tasks.
• Uses a rigid communication approach.
• Difficulty adjusting to shifting priorities.
• Applies a one-size-fits-all solution method.
• Struggles tailoring solutions for different audiences.
• Slow to modify procedures in response to changes.
• Fails to update plans with new information.
• Does not fine-tune methods for better performance.
• Uses a standardized problem-solving approach.
• Difficulties adjusting to new teams and environments.
• Clings to outdated methods despite better options.
• Fails to expand skillset through ongoing learning.
• Slow to reconsider solutions that no longer fit.
• Uses a one-size-fits-all communication style.
• Resists tweaking processes for new developments.
• Does not refine strategies in line with market changes.
• Teaches all learners uniformly regardless of needs.
• Inflexible about deadlines and timelines.
• Presents content in a rigid format.
• Clings to ineffective practices rather than streamline.
• Fails to upgrade skills to adapt to changes.

Performance review communication skills comments

Providing employees with feedback about communication is essential as it enhances teamwork, collaboration, and organizational effectiveness. Through performance review comments on communication and interpersonal skills, managers guide employees to understand how their communication impacts work relationships . By using performance appraisal communication skills examples and evaluation phrases, managers help employees improve their ability to convey ideas, resolve conflicts , and foster positive relationships.

Performance review phrases communication skills

• Communication skills, both verbal and written, are highly effective.
• Friendly communicator, building rapport with every division in the company.
• Positive attitude and willingness to listen are highly appreciated.
• Regularly gives constructive feedback.
• Makes new employees feel welcome.
• Provides accurate and timely information, both written and orally.
• Actively listens to others.
• Involves others in problem-solving.
• Provides clear instructions and expectations.
• Accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically.
• Articulates ideas in a clear and organized manner.
• Communicates effectively with all levels of staff.
• Establishes rapport easily with both internal and external contacts.
• Shares credit and recognizes others’ contributions.
• Gives and receives feedback professionally and productively.
• Builds strong working relationships across departments.
• Expresses empathy when listening to others.
• Facilitates discussions to reach agreement.
• Communicates appropriately for each audience and situation.
• Addresses concerns respectfully and seeks mutually agreeable solutions.
• Presents information compellingly to different groups.
• Encourages open dialogue and the sharing of perspectives.
• Mediates disagreements constructively to find common ground.
• Maintains an approachable demeanor to foster collaboration.
• Keeps others informed proactively through regular updates.
• Clarifies expectations to ensure shared understanding.
• Negotiates diplomatically to reach mutually agreeable solutions.
• Fosters an environment of trust and respect among colleagues.
• Expresses disagreement respectfully and proposes alternative options.
• Welcomes diverse viewpoints and new ideas from all levels.
• Facilitates cooperation across teams to accomplish goals.
• Connects people to build new relationships and opportunities.
• Keeps an open door to address any staff concerns constructively.
• Makes others feel heard by paraphrasing their perspectives.
• Brings people together, finds common ground, and moves discussion forward productively.
• Acknowledges others effectively to build morale and engagement.
• Resolves interpersonal issues diplomatically to maintain cohesion.
• Keeps an even temper when under pressure or during disagreement.
• Fails to communicate with team members effectively.
• Must improve foreign language skills.
• Not adept at documenting verbal communication.
• Should work on this skill over the next 90 days.
• Should communicate project status updates more frequently.
• Seen as unapproachable by many coworkers.
• Needs to work on listening to others.
• Works well with own team but has an “us” against “them” mentality towards others within the company.
• Struggles articulating ideas clearly.
• Fails to communicate effectively across levels.
• Difficulty establishing rapport externally.
• Takes credit individually rather than recognizing others.
• Gives feedback in an unproductive manner.
• Lacks strong working relationships across departments.
• Does not show empathy when others speak.
• Does not facilitate discussions to reach agreement.
• Uses inappropriate communication style.
• Fails to address concerns respectfully to find solutions.
• Presents information poorly to different groups.
• Discourages open dialogue and sharing of perspectives.
• Handles disagreements in an unconstructive manner.
• Maintains an unapproachable demeanor.
• Fails to provide regular updates proactively.
• Lacks clarity on expectations.
• Negotiates in an adversarial rather than cooperative spirit.
• Fosters an environment lacking trust and respect.
• Expresses disagreement disrespectfully.
• Discourages diverse viewpoints and new ideas.
• Fails to facilitate cooperation across teams.
• Does not connect people to build opportunities.
• Inaccessible to address staff concerns.
• Does not acknowledge others’ perspectives.
• Moves discussions in an unproductive direction.
• Fails to acknowledge others effectively.
• Loses temper during disagreement or pressure.

Performance review phrases for innovation and creativity

Providing employees with feedback about innovation and creativity is crucial for fostering a culture of innovation within the organization. By acknowledging and encouraging innovative thinking through feedback, employees are motivated to generate new ideas, solve problems creatively, and drive positive change. This feedback helps employees understand the value of their innovative contributions and reinforces a culture that values creativity, ultimately leading to improved organizational performance.

Creativity performance review phrases

• Demonstrates the ability to develop creative solutions to solve problems.
• Thinks outside the box to find the best solutions to particular problems.
• Regularly contributes suggestions on how to improve company processes.
• Constantly searches for new ideas and ways to improve efficiency.
• Has launched creative initiatives such as [specific example].
• Creates breakthrough and helpful ideas in meetings.
• Trusted for a helpful and creative solution when facing difficulty.
• A creative individual who often finds effective solutions to problems.
• Develops innovative concepts for new products and services.
• Approaches challenges with an imaginative mindset.
• Generates fresh perspectives on existing problems.
• Encourages the team to think creatively and come up with innovative solutions.
• Fosters a culture of creativity and innovation within the team.
• Recognizes and rewards creative thinking and innovation within the team.
• Provides opportunities for the team to develop creativity and innovation skills.
• Collaborates with the team to generate new and innovative ideas.
• Willing to experiment with new approaches or ideas, enabling the team to innovate.
• Seeks out new and innovative solutions to problems.
• Receptive to feedback or suggestions from the team regarding creative solutions.
• Prioritizes creativity and innovation in the team’s goals and objectives.
• Invests in training or development programs to enhance the team’s creativity and innovation skills.
• Provides a safe and supportive environment for the team to take creative risks.
• Encourages the team to challenge the status quo and think outside the box.
• Recognizes and appreciates the value of creative thinking and innovation in achieving business goals.
• Proactive in seeking out new and innovative opportunities for the team.
• Provides the necessary autonomy and freedom for the team to explore creative solutions.
• Empowers the team to take ownership of their creativity and innovation efforts.
• Recognizes and addresses barriers that may hinder the team’s ability to be creative and innovative.
• Provides the necessary support and resources for the team to implement creative solutions.
• Fosters a culture of experimentation and learning from failure.
• Adapts to changing circumstances and finds creative solutions to new challenges.
• Consistently comes up with fresh and innovative ideas to improve business operations.
• Inspires the team to think creatively and embrace new ideas.
• Balances creativity with practicality to find effective solutions.
• Skilled at identifying opportunities for innovation and implementing them successfully.
• Encourages a collaborative approach to problem-solving, leading to creative solutions.
• Communicates complex ideas in a clear and creative manner.
• Passionate about exploring new ideas and finding innovative solutions to problems.
• Does not encourage the team to find creative solutions.
• Demonstrates a lack of interest in contributing creative or innovative ideas.
• Has a difficult time thinking “outside of the box” and creating new solutions.
• Tends to act before thinking, causing problems when pushing untested or unexamined ideas forward too quickly.
• Discourages creative solutions from the team.
• Rarely considers new and innovative ideas from the team.
• Shows little interest in exploring creative solutions to problems.
• Tends to stick to traditional methods instead of exploring new and innovative approaches.
• Not open to new ideas and tends to shut down creative suggestions from the team.
• Lacks the ability to think creatively and come up with innovative solutions.
• Does not value creativity and innovation in the team.
• Resistant to change and new ideas, limiting the team’s ability to innovate.
• Does not provide the necessary resources or support for the team to be creative and innovative.
• Does not foster a culture of creativity and innovation within the team.
• Not willing to take risks or try new things, hindering the team’s ability to innovate.
• Does not encourage the team to think creatively and come up with innovative solutions.
• Does not recognize or reward creative thinking and innovation within the team.
• Does not provide opportunities for the team to develop creativity and innovation skills.
• Does not collaborate with the team to generate new and innovative ideas.
• Not willing to experiment with new approaches or ideas, limiting the team’s ability to innovate.
• Does not seek out new and innovative solutions to problems.
• Not receptive to feedback or suggestions from the team regarding creative solutions.
• Does not prioritize creativity and innovation in the team’s goals and objectives.
• Does not invest in training or development programs to enhance the team’s creativity and innovation skills.
• Does not provide a safe and supportive environment for the team to take creative risks.
• Does not encourage the team to challenge the status quo and think outside the box.
• Does not recognize or appreciate the value of creative thinking and innovation in achieving business goals.
• Not proactive in seeking out new and innovative opportunities for the team.
• Does not provide the necessary autonomy and freedom for the team to explore creative solutions.
• Does not empower the team to take ownership of their creativity and innovation efforts.
• Does not recognize or address barriers that may hinder the team’s ability to be creative and innovative.
• Does not provide the necessary support and resources for the team to implement creative solutions.

Accountability performance review phrases

Providing employees with feedback on accountability encourages responsibility, trust, and high performance, contributing to your company’s success.

Performance review accountability

In performance reviews, accountability is crucial for assessing employees’ reliability and commitment to their roles . Feedback on accountability evaluates their ability to take ownership of their work, meet deadlines, and fulfill commitments. It reinforces the importance of responsibility and reliability while setting clear expectations for future performance. By recognizing instances of accountability and addressing areas for improvement, managers cultivate a culture of trust and integrity within the organization, ultimately leading to improved employee engagement and productivity.

• Demonstrates responsibility by assisting team mates with their tasks willingly.
• Takes full accountability for actions and never avoids responsibility.
• Assists coworkers promptly in response to workload changes.
• Offers assistance to others proactively.
• Volunteers assistance even when not expected.
• Displays empathy towards others’ needs.
• Strives to foster a positive work atmosphere.
• Shows awareness of external environmental needs.
• Efficiently utilizes time consistently.
• Welcomes feedback on work openly.
• Takes ownership of tasks from start to finish autonomously.
• Identifies when additional help is needed and finds solutions without compromising quality or deadlines.
• Acknowledges mistakes as opportunities for growth.
• Considers impacts of actions and decisions on others.
• Leads by example with a strong work ethic.
• Maintains integrity and earns trust through consistent demonstration of competence.
• Respects organizational hierarchy while contributing innovative ideas.
• Finds purpose in work beyond self-interest.
• Considers multiple perspectives and builds consensus before deciding on solutions.
• Gives credit to others and shares team accomplishments.
• Meets commitments reliably while adapting plans to new information.
• Maintains a positive, solution-oriented mindset under stress.
• Advocates for process improvements based on objective data.
• Builds cooperative relationships across departments to enhance coordination.
• Leads with compassion and mentorship.
• Remains solutions-focused under pressure.
• Admits gaps in knowledge and seeks guidance.
• Approaches conflicts with empathy, fairness, and good faith.
• Holds self to high standards with diligence.
• Focuses on completing tasks before moving to new priorities.
• Proactively leads and anticipates challenges.
• Sets vision and strategy while empowering others.
• Fosters a growth culture where all contribute.
• Maintains a learning mindset to optimize outcomes.
• Fosters collaboration for maximum impact.
• Frequently shifts responsibility onto others.
• Reluctant to acknowledge failures.
• Struggles with accepting responsibility.
• Often makes excuses for failure.
• Blames processes and policies for shortcomings.
• Resists feedback that challenges assumptions.
• Takes credit for team accomplishments while avoiding blame.
• Focuses on others’ mistakes rather than supporting improvement.
• Fails to follow through on commitments.
• Makes excuses for missed deadlines.
• Acts entitled and resistant to additional responsibilities.
• Avoids owning up to subpar work.
• Plays the blame game instead of resolving issues constructively.
• Lacks self-awareness and initiative.
• Needs constant supervision and prompting.
• Becomes defensive when standards are enforced.
• Acts entitled when asked to improve.
• Lacks ownership over projects.
• Misses obvious problems.
• Avoids difficult conversations and decisions.
• Fails to acknowledge missteps.
• Lacks attention to detail and quality.
• Acts entitled when given feedback.
• Lacks initiative and ownership.
• Plays the victim rather than taking responsibility.

Performance review customer focus

Providing employees with feedback about customer focus is crucial as it reinforces the importance of prioritizing customer needs and customer satisfaction . This feedback aligns employee behavior with organizational goals, empowers employees to understand the impact of their interactions on customer experiences, and improves customer retention and business outcomes.

Performance review phrases for customer focus

• Demonstrates skill in finding the right approach with any client, even the most critical.
• Maintains politeness and friendliness with customers, avoiding interruptions during conversations.
• Commits to fulfilling promises made to clients without fail.
• Prioritizes the comfort and convenience of clients.
• Goes above and beyond job requirements consistently to satisfy customers.
• Exhibits proficiency in working with clients, receiving no complaints from them.
• Handles difficult customers gracefully.
• Achieves consistently high marks on customer satisfaction surveys.
• Provides consistent, quality service to all customers.
• Follows up with customers promptly.
• Ensures customers are accurately informed, making an extra effort to do so.
• Actively listens to customers, seeking to understand their needs and preferences.
• Responds to customer inquiries promptly and professionally.
• Takes ownership of customer issues and diligently works to resolve them.
• Anticipates customer needs and offers proactive solutions.
• Demonstrates empathy and understanding when customers express frustration.
• Maintains a positive attitude even when dealing with challenging customers.
• Takes responsibility for customer outcomes and aims to exceed expectations.
• Builds rapport and trust with customers through consistent high-quality service.
• Demonstrates flexibility and adaptability to changing customer needs.
• Possesses a deep understanding of the products or services provided to customers.
• Seeks feedback from customers to improve service and product offerings.
• Maintains accurate and up-to-date records of customer interactions and needs.
• Responds to customer complaints urgently and resolves them quickly.
• Proactively identifies and addresses potential customer issues.
• Exhibits patience and persistence in resolving complex customer issues.
• Stays informed about competitors and industry trends to better serve customers.
• Can handle everyday customer service situations but lacks flexibility and knowledge in complex issues.
• Needs to reduce average time per call, especially when it is high.
• Handles phone customer service well but struggles with face-to-face interactions.
• Receives consistently low marks in customer satisfaction surveys.
• Needs improvement in active listening skills.
• Attendance and participation in customer service training sessions are lacking.
• Frequently passes challenging issues to others instead of addressing them personally.
• Demonstrates frustration with clients who ask questions.
• Struggles with difficult customers, often deferring to a supervisor.
• Lacks initiative in finding solutions to challenging customer issues.
• Displays impatience or irritation with customers who have complex needs.
• Fails to take ownership of customer issues and often passes them to others.
• Lacks timely and effective follow-up with customers.
• Shows a lack of empathy and understanding with dissatisfied customers.
• Communicates poorly with customers, leading to misunderstandings.
• Does not take responsibility for customer outcomes and tends to blame external factors.
• Provides inconsistent service quality to customers.
• Fails to anticipate customer needs or proactively offer solutions.
• Does not seek or utilize customer feedback for improvement.
• Neglects to maintain accurate records of customer interactions.
• Responds slowly to customer complaints and does not resolve them promptly.
• Lacks patience and persistence in resolving complex customer issues.
• Lacks understanding of products or services offered to customers.
• Fails to adapt to changing customer needs.
• Does not maintain professionalism in high-pressure situations.
• Lacks understanding of the importance of customer service.
• Fails to proactively address potential customer issues.
• Does not take customer feedback seriously or use it for improvement.
• Fails to fulfill commitments made to customers, leading to dissatisfaction.
• Shows reluctance to learn and improve in customer service skills.

Performance review phrases decision making

Providing employees with feedback about problem-solving and decision-making skills is essential for fostering innovation and efficiency. By acknowledging strengths and addressing areas for improvement, feedback empowers employees to develop critical thinking and sound judgment, leading to better problem resolution and increased productivity. Use these performance review phrases tailored to decision-making and problem-solving to provide employees with specific and actionable feedback .

Performance review phrases problem solving

• Skillful at analyzing situations and working out solutions.
• Clearly defines problems and seeks alternative solutions.
• Demonstrates decisiveness in difficult situations.
• Makes sound, fact-based judgments.
• Carefully analyzes issues and explores different resolutions.
• Demonstrates creativity and innovation in problem-solving.
• Prioritizes competing demands and makes tough decisions.
• Displays good judgment and critical thinking skills.
• Identifies root causes of problems and addresses them effectively.
• Considers all factors before determining the best course of action.
• Thinks through potential consequences before finalizing plans.
• Objectively weighs pros and cons to arrive at well-reasoned conclusions.
• Solicits input from others to gain diverse perspectives.
• Maintains composure under pressure and makes level-headed choices.
• Approaches issues with an open mind to find optimal solutions.
• Thinks creatively to tackle challenging problems.
• Learns from past experiences to improve decision making.
• Breaks large problems down into manageable pieces.
• Balances the bigger picture with important details.
• Gathers relevant facts from reliable sources.
• Adapts decisions based on new information.
• Finds practical solutions within constraints.
• Evaluates outcomes and adjusts as needed.
• Foresees potential obstacles or consequences.
• Balances risks and potential benefits in decision making.
• Draws logical conclusions based on evidence.
• Considers diverse viewpoints to develop plans.
• Prioritizes and tackles important issues first.
• Remains open to new information and perspectives.
• Re-evaluates solutions against goals and refines as needed.
• Anticipates second and third order effects of choices.
• Applies overly complex approaches to problem-solving.
• Struggles with difficult problems.
• Avoids awkward situations.
• Loses focus when faced with complexity.
• Makes hasty decisions without considering factors.
• Fails to acknowledge flaws in reasoning.
• Makes inconsistent decisions without rationale.
• Does not re-evaluate choices when needed.
• Fails to consider implications of decisions.
• Does not gather sufficient information.
• Allows emotions to cloud judgment.
• Rejects contradictory input.
• Becomes flustered under pressure.
• Approaches issues with closed mind.
• Focuses on single solutions.
• Fails to see broader implications.
• Does not learn from past errors.
• Makes excuses for unsuccessful solutions.
• Avoids responsibility for consequences.
• Jumps to conclusions without facts.
• Struggles to break problems down.
• Loses sight of overarching goals.
• Relies on anecdotes over data.
• Fails to re-examine assumptions.
• Does not establish evaluation criteria.
• Ignores potential challenges.
• Struggles to prioritize effectively.
• Fails to adapt to changing circumstances.
• Proposes unrealistic solutions.
• Rushes through decisions without analysis.

Performance review phrases for dependability

Providing employees with feedback about dependability is crucial for maintaining trust and efficiency within the organization. It reinforces the importance of reliability and meeting deadlines , helping employees understand how their performance impacts team dynamics and productivity. By addressing areas needing improvement, feedback empowers employees to enhance their dependability and contribute more effectively to organizational success, fostering a culture of accountability and reliability.

Performance review phrases reliability

• Willing to work overtime until the project is finished.
• The go-to person if the task absolutely must be completed by a given time.
• Dependable and turns in good performance each day. Never fails to impress.
• Shows faithful commitment to getting the job done, consistently performing at or above expectations.
• Known for dependability and willingness to do what it takes.
• Can be counted upon for steady performance.
• Consistently demonstrates solid performance in all aspects of work.
• Handles projects conscientiously from start to finish.
• Meets deadlines reliably and completes work within expected timeframes.
• Follows through consistently and honors commitments.
• Accepts responsibility for tasks and sees them through to completion.
• Maintains a consistent level of quality and effort in all duties.
• Work is thoroughly done right the first time with few errors.
• Can be counted on to handle important tasks independently.
• Punctual and dependable in attendance and timekeeping.
• Keeps others informed of progress and potential delays.
• Maintains focus and follows through to the end of projects.
• Colleagues trust that work assigned will be done reliably.
• Accountable and takes ownership of responsibilities.
• Performance level remains consistent even under pressure.
• Maintains composure and continues working steadily.
• Proactive in preventing delays or issues with deadlines.
• Work habits demonstrate discipline and dependability.
• A rock others can lean on in times of heavy workload.
• Performance level is unwavering despite distractions.
• Delivers on commitments with consistent effort and quality.
• Cannot depend on him. Better to assign tasks to someone else.
• Productivity is not as good as coworkers’.
• Very loyal but cannot be depended on. An irresponsible person.
• Demands reliability from others, but not from himself.
• Energy, drive, and performance levels are inconsistent and unpredictable.
• Makes promises that aren’t kept.
• Guarantees deadlines will be met, but consistently misses them.
• Reliable when it suits him, constantly needs reminders for disliked tasks.
• Work quality and effort levels vary unpredictably.
• Does not demonstrate consistent ownership of responsibilities.
• Makes excuses when failing to follow through on commitments.
• Others cannot rely on him to manage important duties independently.
• Work is error-prone, quality is not maintained.
• Easily distracted or sidetracked from tasks.
• Productivity decreases significantly under normal pressure.
• Unreliable and inconsistent in following instructions.
• Does not take initiative or demonstrate accountability.
• Struggles to multi-task or manage deadlines effectively.
• Colleagues cannot depend on tasks being done right the first time.
• Becomes overwhelmed and makes poor choices when busy.
• Struggles to maintain focus and follow projects through.
• Misses important details and fails to deliver quality work.
• Does not keep others informed of progress or delays.
• Work cannot be depended on to meet professional standards.
• Easily distracted by unrelated tasks or personal matters.

Performance review phrases integrity

Providing employees with feedback about integrity is crucial for upholding trust and ethical standards within the organization. It reinforces the importance of honesty, transparency, and adherence to organizational values, helping employees understand the impact of their actions on the workplace culture and reputation. Addressing any integrity concerns empowers employees to uphold ethical standards and contribute to a positive work environment, fostering honesty and trustworthiness throughout the organization.

Performance appraisal phrases for integrity

• Very honest, never abusing company benefits for personal purposes.
• Highly principled, treating all coworkers equally, regardless of gender, age, or any other factor.
• Has the ability to resolve disputes with clients and partners peacefully.
• Discourages gossip or other negative discourse at the workplace, forming a good working climate.
• Understands legal responsibility to the company very well.
• Strong sense of integrity underlies all dealings with vendors.
• Makes decisions that consistently reflect a strong commitment to acting reputably.
• Never shares confidential company information with outsiders without proper authorization.
• Reports any violations of company policies or code of conduct witnessed.
• Handles all customer complaints with empathy, respect, and care.
• Takes responsibility for own mistakes and learns from them.
• Gives credit to colleagues for their contributions and does not take sole credit for teamwork.
• Leads by example with high ethical standards in all dealings.
• Honest and transparent in all communication with management and peers.
• Handles conflicts of interest appropriately and does not let personal interests influence professional decisions.
• Respects privacy and protects sensitive information of customers, partners, and the company.
• Makes well-considered decisions keeping long-term interests of stakeholders in mind.
• Takes a principled stand against unfair treatment or discrimination.
• Acts with utmost integrity in all internal and external interactions.
• Takes responsibility for ensuring team follows the company code of conduct.
• Leads by setting an example of high ethical values in day-to-day work.
• Honest and transparent in documenting work progress and results.
• Takes initiative to clarify and understand expectations to avoid misunderstandings.
• Respects and complies with all applicable laws and regulations.
• Handles sensitive information with discretion and does not misuse authority or access.
• Truthful and factual in preparing any documents and records.
• Leads by personal example of ethical and lawful conduct.
• Occasionally made misleading statements that needed correction.
• Accusations from customers of being untruthful.
• Integrity does not seem to rank particularly highly on priorities.
• Expects integrity from others, but doesn’t always display it himself.
• Demonstrates acceptable levels of integrity only intermittently.
• Showed several recent lapses in integrity.
• Violates company standards and expectations regarding employee integrity.
• Cost the company customers and money because of disingenuous behavior.
• Integrity seems flexible when it suits purposes.
• Lack of integrity undermines effectiveness and damages credibility.

Performance review phrases flexibility

Feedback on flexibility in performance reviews is important as it encourages employees to adapt to change and new ideas. It helps create a culture of innovation and agility in the organization. Ultimately, addressing flexibility promotes individual growth and organizational success.

• Ready to make new and carefully considered decisions if the situation has changed and the previous actions have become inappropriate.
• Ready to work extra hours if urgent and essential issues must be solved by the end of the day.
• Strong and confident but at the same time open-minded. Always ready to consider proposals from colleagues.
• Always stays aware of market changes to be able to react immediately. This awareness helps the company develop and flourish.
• Shows initiative and is flexible when approaching new tasks.
• Ready to consider new perspectives and adjust views if compelling counterarguments are presented.
• Willing to take on additional responsibilities outside normal role when the team needs support.
• Adapts smoothly to changing priorities and demands without becoming frustrated or overwhelmed.
• Remains open to alternative solutions even after committing to a particular course of action.
• Embraces diverse viewpoints and values the unique perspectives of all team members.
• Receptive to feedback and uses it constructively to strengthen performance.
• Transitions between tasks seamlessly thanks to ability to stay focused yet flexible.
• Brings a versatile skill set to each new challenge and finds innovative ways to add value.
• Tailors approach based on the unique needs of diverse clients and stakeholders.
• Readily takes on different roles to ensure all work gets done to a high standard.
• Handles unforeseen complications calmly and creatively without compromising quality or deadlines.
• Maintains a high level of performance despite unpredictable demands and shifting company priorities.
• Embraces change proactively and sees it as an opportunity rather than a disruption.
• Finds the upside in difficulties and uses challenges to strengthen adaptability.
• Approaches each new task with an open and inquisitive mindset rather than rigid preconceptions.
• Does not excel at activities which require a high degree of flexibility.
• Can change point of view without analyzing or defending it. Should be more certain about proposals.
• Tends to resist activities where the path is unknown.
• Becomes uptight when the plan changes.
• Not comfortable when the agenda changes unexpectedly.
• Prefers sticking to a set routine and gets uneasy with unexpected deviations.
• Adapting to new situations does not come naturally and would benefit from being more open to change.
• Gets stuck in rigid thinking and has difficulty considering alternative perspectives.
• Shows reluctance to adjust approach even when presented with a better option.
• New information that contradicts preconceptions can make defensive rather than open-minded.
• Last-minute changes can frustrate as likes advance preparation and scheduling.
• Tendency to get stuck in rigid ways of thinking instead of considering different perspectives.
• Adjusting to alternative solutions requires more effort than sticking to original idea.
• Shows reluctance to modify strategies even when circumstances change.
• Openness to alternate viewpoints is an area that can further develop for improved flexibility.
• Demonstrates rigidity in thinking patterns and could benefit from strengthening adaptability skills.
• Going outside prescribed processes to get work done can be challenging.

Performance review for leadership

Providing employees with feedback about leadership skills during performance reviews is essential for their career growth and the organization’s success. This feedback helps employees understand their strengths and areas for improvement in leading teams and projects, aligning their behavior with organizational goals and values. By addressing any gaps in leadership capabilities, feedback empowers employees to enhance their skills and positively impact team performance, fostering a culture of effective leadership within the organization .

• Distributes resources in an appropriate manner depending on the priority of assignments.
• Establishes a corporate culture of reliability and caring.
• Is ready to share information and knowledge for the common development of all staff.
• Is very helpful when mentoring entry-level staff getting used to their jobs.
• Creates a culture of dialogue.
• Recognizes staff for a job well done.
• Allocates tasks appropriately based on the prior assignments.
• Understands people and the different ways to motivate them to get the job done.
• Provides constant coaching and guidance to employees.
• Cultivates an atmosphere of teamwork and cooperation.
• Leads by example with integrity and strong work ethic.
• Empowers staff to take initiative within clear guidelines.
• Encourages open communication up and down the chain.
• Provides regular constructive feedback and coaching.
• Celebrates both individual and team achievements.
• Makes oneself available as needed for guidance.
• Helps staff set and pursue career development goals.
• Delegates appropriately based on competencies.
• Gives credit to staff for accomplishments.
• Removes obstacles to allow staff to excel.
• Provides stretch assignments for growth opportunities.
• Leads with a vision that inspires commitment.
• Empowers staff to find innovative solutions.
• Cultivates an inclusive environment of respect.
• Confuses the employees through different directions and guidance.
• Rarely shows appreciation for good performance.
• Fails to explain procedures to subordinates clearly. Lacks the qualifications to be an effective mentor.
• Gets frustrated easily with new team members and fails to offer any support.
• Often impatient and unhelpful.
• Sends mixed signals to the team regarding goals and day-to-day activities.
• Rarely shows any recognition to the team.
• Sets unreasonably high expectations for the team.
• Provides inconsistent direction without clarity.
• Does not recognize contributions publicly.
• Lacks patience when explaining procedures.
• Appears unsupportive of new staff questions.
• Shows irritation easily instead of calm guidance.
• Sends conflicting cues about priorities.
• Sets unrealistic targets without resources.
• Does not cultivate an atmosphere of trust.
• Delegates poorly without clarity on expectations.
• Does not connect staff to learning opportunities.
• Lacks vision and fails to inspire commitment.
• Plays favorites within the team.
• Shows lack of interest in staff development.
• Fails to build an inclusive work culture.
• Lacks integrity and consistency in leadership.
• Is unavailable and unapproachable as needed.

Performance review comments initiative

Providing feedback on initiative during performance reviews is important because it encourages employees to take action and contribute ideas. It helps create a culture where employees feel empowered to drive progress and innovation . Ultimately, addressing initiative promotes success for both individuals and the organization.

• Doesn’t wait for instructions, shows initiative to find new tasks.
• Requires minimal supervision, shows initiative independently.
• Goal-oriented, sets own priorities to accomplish job.
• Takes initiative in overcoming obstacles and finding resolutions.
• Considered best person in group for innovative ideas and effective working methods.
• Never minds taking on new tasks, even the most difficult ones.
• Consistently looks for ways to add more value through continuous improvement.
• Willingly takes on additional responsibilities outside core job scope.
• Proactively seeks out new challenges and stretches continuously.
• Takes ownership and drives tasks from start to finish without needing oversight.
• Solves problems independently before escalating issues.
• Identifies needs and opportunities others may miss and acts quickly.
• Leads by example, inspires others through high levels of self-motivation.
• Identifies and implements efficiencies to optimize performance.
• Initiates collaborative relationships for mutual benefit.
• Takes on additional work during peak periods without needing to be asked.
• Approaches challenges with a can-do attitude, finds solutions independently.
• Identifies and acts on opportunities for organizational improvement.
• Proactively manages workload and workstreams with little supervision.
• Implements best practices to continuously raise performance.
• Takes ownership of projects, driving them proactively.
• Applies skills to new areas for organization’s benefit.
• Builds strong internal and external working relationships proactively.
• Contributes innovative ideas at team meetings and discussions.
• Takes on stretch assignments eagerly to accelerate learning and growth.
• Drives continuous improvement initiatives independently.
• Implements new processes or systems for enhanced effectiveness.
• Pitches in to help others complete their work as needed.
• Takes actions independently to advance organizational priorities and strategy.
• Seems too difficult for him to do job on his own.
• Poor abilities to establish priorities and courses of action for self, lacks planning and follow-up skills to achieve results.
• Needs close supervision when performing assignments.
• Doesn’t seek out opportunities to learn and grow within role.
• Passively waits to be told what to do rather than driving tasks proactively.
• Lacks motivation, relies heavily on external direction.
• Fails to identify needs and opportunities for improvement.
• Does not look for ways to add more value or take on additional responsibilities.
• Avoids or is slow to take on new challenges and stretch assignments.
• Escalates issues prematurely rather than solving problems independently.
• Struggles to work independently, not self-starting.
• Lacks proactive, solution-oriented approach to tasks and challenges.
• Fails to identify opportunities for process improvements.
• Relies on others to identify additional work needed during peaks.
• Lacks can-do attitude, depends on others to solve problems.
• Ineffective at independent time management and workload prioritization.
• Does not initiate implementation of industry best practices.
• Lacks ownership over projects, depends on significant oversight.
• Rarely contributes innovative ideas or suggestions proactively.

Employee performance review comments job knowledge

Giving employees feedback about job knowledge during performance reviews is essential to ensure they have the skills needed for their roles . It reinforces the importance of continuous learning and staying updated on industry trends. Addressing job knowledge promotes competence, growth, and excellence within the organization.

Performance review job knowledge phrases

• Possesses perfect knowledge and skills useful for the job.
• Has deep knowledge of products and particular characteristics of company’s products.
• Takes available opportunities to increase knowledge of relevant job skills.
• Completes assignments accurately and efficiently.
• Maintains up-to-date level of professional and technical knowledge.
• Demonstrates knowledge of job on a daily basis.
• Always applies new knowledge to work and keeps up with changes in field.
• Has excellent grasp of technical aspects of role.
• Seeks out opportunities for continuous learning and skills development.
• Demonstrates expertise when answering questions from others.
• Applies specialized skills and knowledge effectively to all tasks.
• Troubleshoots issues efficiently using in-depth product understanding.
• Keeps well-informed of best practices and emerging standards.
• Delivers work to expert level through extensive learning.
• Takes advantage of all training opportunities provided.
• Shares knowledge and expertise willingly with others.
• Learns quickly and applies new skills independently.
• Stays well-informed on industry news and competitor offerings.
• Contributes insights based on in-depth knowledge and research.
• Provides expert guidance to others regularly.
• Enhances knowledge continuously through self-study.
• Makes complex topics easily understood for others.
• Recommends process improvements based on leading practices.
• Mentors less experienced team members effectively.
• Incorporates feedback to enhance skills and performance.
• Cannot fulfill duties due to lack of necessary knowledge of job.
• Not as knowledgeable about job and its requirements as expected.
• Doesn’t know key fundamentals of job, always asks for other people’s instruction.
• Repeatedly asks same questions about job duties, does not retain important information.
• Skill set does not meet requirements for job.
• Not taking advantage of available learning resources to expand job knowledge.
• Relies too heavily on others rather than developing greater self-sufficiency.
• Learning plan needed to strengthen job knowledge and skills.
• Consistently demonstrates lack of understanding of job requirements and expectations.
• Job knowledge falls short of what is necessary to perform duties effectively.
• Frequently makes mistakes due to inadequate knowledge of job.
• Struggles to keep up with demands of job due to limited understanding of its complexities.
• Has not demonstrated necessary proficiency in job duties despite attempts to improve performance.
• Has not shown significant improvement in job knowledge since hire date.
• Frequently requires assistance from colleagues to complete tasks within job knowledge.
• Appears to have limited understanding of company’s policies and procedures.
• Has not demonstrated ability to apply job knowledge to real-world situations.
• Lacks necessary training and experience to perform job duties effectively.
• Has not demonstrated understanding of importance of job duties to company’s success.
• Consistently fails to meet expectations set for job performance.
• Struggles to keep up with changes in industry due to limited job knowledge.
• Has not shown initiative to improve job knowledge or seek additional training.

Planning and organizing performance review phrases

Giving feedback on planning and organizing during performance reviews helps employees work more efficiently . It reminds them to set goals, prioritize tasks , and manage time effectively. Improving these skills leads to better results for the organization.

Meets or exceed expectations

• Demonstrates good organizational and planning skills.
• Adheres to deadlines and meets production benchmarks.
• Prioritizes tasks effectively based on importance and urgency.
• Allocates sufficient time and resources to complete projects according to deadlines.
• Schedules work systematically and maintains detailed work plans.
• Anticipates risks and roadblocks in advance to plan contingencies.
• Delegates tasks based on skills and workload of team members.
• Monitors progress regularly and makes adjustments to plans proactively.
• Maintains organized documentation, records, and reports on ongoing work.
• Schedules important meetings to ensure timely coordination and progress.
• Plans budgets effectively and completes projects within allocated cost estimates.
• Manages time efficiently and completes tasks as scheduled without delays.
• Establishes standard operating procedures for efficient task completion.
• Plans for potential emergencies and contingencies in advance.
• Schedules work in a manner that prioritizes quality over quantity.
• Ensures proper coordination between different teams and departments.
• Maintains a calendar of important dates and deadlines to track progress.
• Schedules work in a manner that balances multiple ongoing projects.
• Plans and schedules work to achieve objectives within given timeframes.
• Prioritizes new tasks based on strategic organizational goals and objectives.
• Schedules tasks for optimum resource utilization and efficiency.
• Finds it difficult to plan an action without instruction.
• Fails to resolve problems in a timely manner.
• Finds it challenging to determine priorities among competing demands on time.
• Has trouble planning work schedule around deadlines and commitments.
• Requires frequent supervision to stay on track and complete tasks.
• Gets easily distracted and has difficulties managing interruptions.
• Fails to anticipate resource requirements and bottlenecks in advance.
• Struggles to adapt plans when priorities change or issues arise.
• Finds it hard to delegate tasks and monitor progress independently.
• Does not maintain documentation and records work updates properly.
• Has difficulties coordinating with others and sharing status updates.
• Lacks attention to detail and often misses important planning steps.
• Unable to estimate time requirements accurately for projects.
• Does not consider quality standards while scheduling work.
• Fails to identify and mitigate risks proactively in project plans.
• Unable to adapt to changes in priorities or scope without issues.
• Struggles to think ahead and anticipate future planning requirements.
• Unable to allocate budgets effectively for projects and tasks.
• Requires reminders to schedule important client or vendor meetings.

Performance review phrases time management

Giving feedback on time management during performance reviews helps employees work more efficiently and meet deadlines. It reminds them to prioritize tasks and manage their workload effectively. Improving time management skills leads to better performance and outcomes for the organization.

Performance review time management phrases

• Performs tasks with dedication and always accomplishes them on time.
• Demonstrates the ability to manage various tasks and complete them punctually.
• Uses time effectively to address both major and minor responsibilities weekly.
• Divides time logically to achieve set goals.
• Sets clear priorities and objectives to remain focused on important tasks.
• Prioritizes tasks and efficiently completes them within given timeframes.
• Prepares detailed schedules and accurately estimates task durations.
• Avoids distractions to maximize productivity.
• Allocates sufficient buffer time for contingencies and revisions.
• Multitasks effectively without compromising work quality.
• Periodically re-evaluates schedules and adjusts timelines proactively.
• Delegates tasks appropriately for optimal workload distribution.
• Regularly monitors progress against schedules and deadlines.
• Consistently completes tasks on time and manages time effectively.
• Respects others’ time and fulfills commitments as promised.
• Transparently shares status and challenges regarding timelines.
• Manages time effectively, even when faced with unexpected challenges.
• Highly organized and effectively manages time to meet all deadlines.
• Unable to manage time effectively, repeatedly missing project deadlines.
• Needs to improve time management skills for better efficiency.
• Should create weekly work plans to optimize task performance.
• Struggles to complete tasks due to ineffective time management.
• Takes excessive time to complete tasks, requiring better weekly planning.
• Fails to prioritize tasks and loses focus on critical assignments.
• Underestimates task durations.
• Procrastinates and delays tasks until the last minute.
• Easily distracted by social media or non-work related activities.
• Lacks planning and scheduling skills to manage work effectively.
• Ineffective in delegating tasks.
• Fails to communicate proactively about delays or missed deadlines.
• Does not set clear objectives or priorities for work.
• Unable to estimate realistic timelines for tasks and projects.
• Does not regularly monitor progress against schedules and deadlines.
• Disregards others’ time and frequently misses commitments.
• Does not take ownership of work and blames external factors for delays.

Performance review phrases attitude

Providing feedback on attitude during performance reviews is important for a positive workplace . It emphasizes the value of teamwork and productivity, helping employees understand how their behavior affects colleagues and the organization’s culture .

• Builds an atmosphere of trust within the team.
• Cheerful attitude uplifts others in his presence.
• Never complains about the job or colleagues.
• Focuses on the positives when dealing with problems.
• Enthusiastically motivates other team members.
• Finds opportunities to praise others for their efforts and accomplishments.
• Maintains a positive outlook even during stressful times.
• Energy and optimism are contagious.
• Makes others feel valued and respected.
• Looks for solutions rather than dwelling on problems.
• Smile and friendly manner create a pleasant work environment.
• Finds the good in every situation.
• Positivity raises the morale of those around him.
• Makes others feel heard and encourages open communication.
• Optimism is contagious and lifts the spirits of colleagues.
• Looks for lessons in failures and mistakes.
• Encouragement and support motivate others to do their best.
• Brings a sense of fun to work.
• Finds ways to acknowledge others for their efforts regularly.
• Friendly demeanor puts others at ease.
• Expresses appreciation for colleagues and their contributions.
• Enthusiasm is contagious and inspires hard work.
• Focuses on shared goals and teamwork rather than individual accomplishments.
• Positivity makes him a pleasure to work with.
• Finds ways to learn from both successes and failures.
• Can-do attitude boosts productivity.
• Makes others feel their contributions are valued.
• Upbeat manner keeps the team working together harmoniously.
• Language and voice level can be inappropriate.
• Tends to trigger problems between coworkers.
• Displays an overly sensitive and pessimistic personality, focusing too much on negatives.
• Talks negatively about other team members.
• Needs to focus on the positive aspects of the job and team.
• Complaints undermine team morale.
• Dwells excessively on problems rather than seeking solutions.
• Contributes to tension and friction within the team.
• Often has troubles with coworkers, easily angered and argumentative.
• Pessimism saps the energy of colleagues.
• Finds fault easily and fails to acknowledge others’ efforts.
• Takes criticism too personally and becomes defensive.
• Blames others and refuses to accept responsibility for mistakes.
• Lacks tact and consideration in interactions.
• Needs to control temper and attitude, avoiding strong reactions to negatives.
• Fails to acknowledge colleagues’ good work.
• Irritability negatively impacts morale and team cohesion.
• Criticism of colleagues breeds resentment and mistrust.
• Sees setbacks as personal failures rather than learning opportunities.
• Complaints and criticisms distract from productive discussions.
• Contributes more problems than solutions.
• Lacks emotional control and self-awareness in interactions.
• Focuses excessively on minor issues rather than larger goals.

Ending a performance review with closing comments is an opportunity to summarize key points, express appreciation, and set expectations for the future.

Here’s how you could do it:

“Thank you for your dedication and commitment throughout this review process. Your hard work and achievements are greatly valued and appreciated. As we move forward, I encourage you to continue building on your strengths and addressing areas for improvement. Thank you again for your contributions to our team.”

For a simple, yet effective method of employee evaluation, download this free 9 box grid template or this free 360 degree feedback template .

Performance evaluation software

Conducting performance reviews can consume a significant amount of your valuable time and require considerable effort to ensure efficiency. Consequently, they are often overlooked or not taken seriously. However, they are among the most useful tools for enhancing workforce productivity and fostering teamwork, thereby sustaining the organization in the long term.

The most effective way to conduct performance reviews is through HR (human resources) software. Factorial, an HR software solution , offers a comprehensive set of performance management tools and analytics . To learn more about how Factorial can streamline your HR processes by centralizing them in a single platform —rather than scattered across spreadsheets, emails, and paperwork— book a demo to chat with an HR product specialist by clicking the banner below or the button in the top right corner!

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ILM 323 Understanding Performance Management Level 3 Assignment Sample UK

The ILM Level 3 323 Understanding Performance Management course module is a professional development opportunity for individuals working in the UK. It is designed to provide a comprehensive understanding of performance management and how it can be used to drive success in an organization. Through this module, learners will gain the knowledge and skills needed to effectively set and monitor performance goals, provide feedback and support to team members, and use data to measure and improve performance. The module is suitable for those in leadership roles or those looking to develop their leadership skills and knowledge in the area of performance management.

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Maximize your potential in ILM Level 3 Course With Our Solved 323 Assignment Answers in UK

Our team of experts are highly experienced in providing quality assignment answers for ILM Level 3 323 Understanding Performance Management course module. Our solved assignments have been developed to ensure that learners understand the subject material and gain the necessary skills to excel in their management role. Following is an brief assessment solutions for ILM 323 learning outcomes.

ILM 323 Learning Outcome 1: Understand the value of assessing performance to meet organisational and individual needs

Ac 1.1: describe the value of formal and informal performance assessment in the workplace.

Formal and informal performance assessments are both valuable tools for evaluating and improving employee performance in the workplace.

Formal performance assessments typically involve structured evaluations that are conducted on a regular basis, such as annual performance reviews or 360-degree evaluations. These assessments are often more objective and systematic, and they may involve the use of standardized evaluation forms or criteria. Formal assessments can provide valuable feedback to employees about their strengths and areas for improvement, and they can help to identify training or development needs.

Informal performance assessments, on the other hand, are more spontaneous and unstructured. They may include ongoing feedback and coaching from supervisors, peer evaluations, or self-assessments. Informal assessments can be more flexible and tailored to the individual needs of employees, and they can provide a more ongoing and real-time perspective on performance.

AC 1.2: Explain the role of the first line manager in performance management

The first line manager, also known as the front-line manager or supervisor, plays a crucial role in performance management in the workplace. The first line manager is responsible for managing the performance of a team or group of employees, and for providing guidance, support, and feedback to help them achieve their goals and objectives.

Some specific responsibilities of the first line manager in performance management include:

• Setting performance expectations: The first line manager is responsible for communicating the expectations and goals for their team and for setting clear performance standards.
• Providing feedback and coaching: The first line manager should provide ongoing feedback and support to employees to help them develop their skills and improve their performance.
• Monitoring and evaluating performance: The first line manager should regularly review and assess the performance of their team, including tracking progress towards goals and identifying areas for improvement.
• Supporting learning and development: The first line manager should provide opportunities for learning and development to their team, such as training or mentorship programs, to help employees improve their skills and performance.
• Facilitating communication: The first line manager should facilitate open and effective communication within their team, including providing regular updates and feedback to employees.

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ILM 323 Learning Outcome 2: Know how to manage performance of individuals in the team

Ac 2.1: identify ways to ensure fair and objective formal assessment.

There are several ways to ensure that formal performance assessments are fair and objective:

• Use standardized evaluation forms: Using a standardized evaluation form or criteria can help to ensure that all employees are evaluated consistently and based on the same set of standards.
• Involve multiple evaluators: Using multiple evaluators, such as a supervisor, peer, or subordinate, can help to provide a more balanced and objective perspective on an employee’s performance.
• Use objective measures: Whenever possible, use objective measures of performance, such as quantifiable data or results, rather than subjective opinions or personal biases.
• Provide clear and specific feedback: Avoid general or vague feedback, and instead provide specific and actionable feedback that addresses specific behaviors or actions.
• Allow for employee input: Encourage employees to provide input and feedback during the performance assessment process, and consider their perspective when evaluating their performance.
• Use a consistent process: Establish a clear and consistent process for conducting performance assessments, and ensure that all employees are evaluated in the same way.

AC 2.2: Explain how to set SMART objectives for a team member

SMART objectives are specific, measurable, achievable, relevant, and time-bound goals that can help to guide and focus the efforts of a team member. Setting SMART objectives for a team member can help to improve their performance and productivity, and to align their efforts with the broader goals and objectives of the organization.

Here are some steps for setting SMART objectives for a team member:

• Specific: Be clear and specific about what the objective is, and what the team member is expected to achieve. Avoid vague or general goals, and instead focus on a specific outcome or result.
• Measurable: Identify specific metrics or indicators that will be used to measure progress towards the objective. This could include quantitative data, such as sales figures or customer satisfaction scores, or more qualitative measures, such as skills developed or projects completed.
• Achievable: Make sure that the objective is realistic and achievable given the resources, time, and skills available to the team member. Avoid setting unrealistic or unattainable goals.
• Relevant: Ensure that the objective is relevant and aligned with the broader goals and objectives of the organization, and that it will contribute to the team member’s development and growth.
• Time-bound: Set a specific timeline for achieving the objective, and establish clear deadlines and milestones along the way. This can help to ensure that progress is being made and that the objective is being prioritized.

AC 2.3: Explain how to set performance standards for a team member

Performance standards are specific, measurable, and objective criteria that are used to evaluate the performance of a team member. Setting performance standards can help to clarify expectations, motivate employees, and improve overall performance. Here are some steps for setting performance standards for a team member:

• Identify the key tasks and responsibilities of the team member: Determine what the team member will be responsible for and what is expected of them in their role.
• Determine the performance criteria: Identify the specific skills, knowledge, and behaviors that will be used to evaluate the team member’s performance. These should be objective, measurable, and aligned with the tasks and responsibilities of the role.
• Set clear and achievable standards: Establish specific and achievable standards for each performance criteria, and make sure that the team member understands what is expected of them.
• Communicate the standards: Clearly communicate the performance standards to the team member, and make sure that they understand what is expected of them and how their performance will be evaluated.
• Monitor and review the standards: Regularly review and assess the team member’s performance against the established standards, and provide feedback and support to help them improve their performance as needed.

AC 2.4: Explain how to measure performance against agreed standards

There are several ways to measure performance against agreed standards, including:

• Use objective data: Whenever possible, use objective data and metrics to measure performance, such as sales figures, productivity data, or customer satisfaction scores.
• Use multiple sources of data: To get a more complete and balanced perspective on performance, use multiple sources of data, such as self-assessment, peer evaluations, and supervisor assessments.
• Use standardized evaluation forms: Standardized evaluation forms can help to ensure that performance is evaluated consistently and based on the same set of criteria.
• Provide specific and actionable feedback: Provide specific and actionable feedback that addresses specific behaviors or actions, rather than general or subjective opinions.
• Use ongoing assessment: Rather than conducting assessments only on a periodic basis, use ongoing assessment and feedback to provide real-time perspective on performance.

By using these strategies, you can measure performance against agreed standards in a fair, objective, and ongoing manner, and provide valuable feedback and support to help employees improve their performance.

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ILM 323 Learning Outcome 3: Understand the value of feedback in the workplace

Ac 3.1: explain the importance of feedback to improve performance.

Feedback is an important tool for improving performance in the workplace. It allows employees to receive information about their performance, and it helps to identify areas for improvement, as well as strengths and successes. Here are a few reasons why feedback is important for improving performance:

• It provides guidance and direction: Feedback can help employees to understand what is expected of them and how they can improve their performance. It can also provide guidance on how to address specific challenges or issues.
• It fosters learning and development: Feedback can help employees to identify their strengths and areas for improvement, and it can provide opportunities for learning and development. By receiving feedback, employees can develop new skills and knowledge that can help to improve their performance.
• It promotes engagement and motivation: Feedback can help to foster a sense of engagement and ownership among employees, and it can provide motivation to achieve specific goals and objectives.
• It supports ongoing performance management: Feedback is a crucial part of ongoing performance management, as it helps to ensure that employees are meeting expectations and making progress towards goals.

AC 3.2: Describe how to give effective feedback

Giving effective feedback is an important skill for managers and supervisors, as it can help to improve employee performance and support ongoing learning and development. Here are some tips for giving effective feedback:

• Make it timely: Provide feedback as soon as possible after the event or behavior in question, while the situation is still fresh in the employee’s mind.
• Make it specific: Rather than providing general or vague feedback, be specific and focus on specific behaviors or actions.
• Make it balanced: Provide both positive and constructive feedback, and focus on both strengths and areas for improvement.
• Make it actionable: Provide specific and actionable recommendations for improvement, rather than just pointing out problems.
• Make it private: Whenever possible, give feedback in a private setting, rather than in front of others. This can help to create a safe and open environment for feedback.
• Make it respectful: Be respectful and professional in your delivery, and avoid personal attacks or criticism.

ILM 323 Learning Outcome 4: Know how to manage  underperformance in the workplace

Ac 4.1: identify potential areas of underperformance in the workplace.

There are many potential areas of underperformance in the workplace, including:

• Poor quality of work: This could include mistakes, errors, or subpar work that does not meet established standards or expectations.
• Lack of productivity: This could include an inability to complete tasks efficiently or to meet deadlines, or a lack of output compared to peers or expectations.
• Lack of teamwork or collaboration: This could include difficulty working with others, a lack of participation in team projects or meetings, or a lack of support for colleagues.
• Poor communication: This could include difficulty communicating effectively with others, such as through written or verbal communication, or a lack of transparency or honesty in communication.
• Lack of engagement: This could include a lack of motivation, interest, or enthusiasm for work, or a lack of commitment to the organization or its goals.
• Inability to adapt to change: This could include difficulty adapting to new processes, technologies, or roles, or a lack of flexibility in response to changing circumstances.

AC 4.2: Identify causes for failure to meet agreed performance levels

There are many potential causes for failure to meet agreed performance levels, including:

• Lack of clear or realistic expectations: If performance expectations are not clearly communicated or are unrealistic, employees may struggle to meet them.
• Lack of resources or support: Employees may struggle to meet performance levels if they do not have the necessary resources, such as equipment, training, or support, to succeed in their role.
• Poor communication or misunderstandings: Miscommunications or misunderstandings can lead to confusion and misalignment, which can affect performance.
• Personal or external factors: Personal issues, such as stress, illness, or family commitments, or external factors, such as changes in the market or industry, can impact an employee’s ability to meet performance levels.
• Lack of motivation or engagement: Employees may struggle to meet performance levels if they are not motivated or engaged in their work, or if they do not see the value in what they are doing.
• Poor management or leadership: Poor management or leadership can create a toxic or unsupportive work environment that can hinder performance.

AC 4.3: Describe actions to restore performance to acceptable levels

There are several actions that can be taken to restore performance to acceptable levels, depending on the specific root causes of the underperformance. Here are some possible strategies:

• Communicate expectations and goals clearly: Make sure that performance expectations and goals are clearly communicated and understood, and that they are aligned with the broader goals and objectives of the organization.
• Provide resources and support: Ensure that employees have the necessary resources and support to succeed in their roles, such as equipment, training, or mentorship.
• Improve communication: Foster open and effective communication within the team or organization, and encourage transparency and honesty in communication.
• Address personal or external issues: If personal or external issues are affecting performance, work with the employee to identify potential solutions or accommodations that may be helpful.
• Improve motivation and engagement: Provide opportunities for learning and development, and recognize and reward employee achievements to help improve motivation and engagement.
• Improve management and leadership: Review and improve management and leadership practices to create a positive and supportive work environment.

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2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

By Andre Wyatt on January 24, 2021 — 79 minutes to read

• Collaboration and Cooperation Part 1
• Commitment and Professionalism Part 2
• Attendance and Punctuality Part 3
• Quality of Work and Productivity Part 4
• Adaptability Part 5
• Communication and Interpersonal Skills Part 6
• Creativity and Innovation Part 7
• Accountability Part 8
• Customer Focus and Customer Satisfaction Part 9
• Decision-Making and Problem-Solving Part 10
• Dependability and Reliability Part 11
• Ethics and Integrity Part 12
• Flexibility Part 13
• Goal-Setting Part 14
• Initiative Part 15
• Job Knowledge Part 16
• Judgment Part 17
• Listening Skills Part 18
• Leadership and Mentoring Part 19
• Management Style and Supervision Part 20
• Organizing and Planning Part 21
• Teamwork Part 22
• Technical Skills Part 23
• Time Management Part 24
• Training Ability Part 25
• Attitude Part 26
• Critical Thinking Part 27
• General Phrases Part 28

Part 1 Collaboration and Cooperation

Meets or exceeds expectations.

✓ He helps coworkers with their tasks even if they are outside his direct responsibility.

✓ He always assists coworkers that are having difficulty with their tasks.

✓ He promotes cooperation well to ensure staff work as a team to meet deadlines.

✓ He offers assistance willingly.

✓ He accepts constructive criticism positively.

✓ He can be counted on to carry out assignments with careful follow-through and follow-up.

✓ He volunteers to help other teams that need assistance meeting their goals.

✓ He readily shares information and resources with coworkers.

✓ He makes an effort to understand different perspectives and find common ground.

✓ He acknowledges others’ contributions and gives credit where credit is due.

✓ He helps resolve conflicts constructively by listening to all sides.

✓ He treats all coworkers, regardless of role or level, with equal respect.

✓ He keeps others informed of his progress so they can provide input.

✓ He compromises when necessary to reach agreements beneficial to all.

✓ He respects others’ time by communicating delays and being punctual.

✓ He supports team decisions even if they differ from his own viewpoints.

✓ He welcomes new coworkers and helps them learn their roles quickly.

✓ He identifies opportunities for coworkers to collaborate effectively.

✓ He brings people together around shared goals rather than divisions.

✓ He considers multiple viewpoints when evaluating alternatives and solutions.

✓ He facilitates cooperation across departments and organizational boundaries.

✓ He helps orient newcomers to workplace norms, policies and best practices.

✓ He takes initiative to maintain positive working relationships with others.

✓ He takes an active interest in coworkers’ work and helps where needed.

✓ He expresses appreciation for others’ contributions to the team’s success.

✓ He keeps an open mind and is willing to re-evaluate his own assumptions.

✓ He acknowledges his own limitations and involves others as needed.

✓ He makes the needs of the team a priority over his own preferences.

✓ He shares credit liberally and deflects praise onto coworkers.

✓ He makes the effort to connect with coworkers outside of work responsibilities.

✓ He advocates for the team’s interests when interacting with other groups.

✓ He helps foster an environment where people want to cooperate and help each other.

✓ He brings out the best in coworkers through respect, support and positivity.

✓ He makes cooperation and collaboration a regular part of his work approach.

See also: 200+ Performance Review Phrases for Professionalism, Collaboration and Cooperation, Punctuality

Below Expectations

✗ He is not a willing team player and prefers to work individually.

✗ He is unwilling to assist coworkers, even when asked.

✗ He is professional in his work but is unwilling to give advice to others.

✗ He shows himself to be a person who does not want to work with others.

✗ He is the person least likely to offer assistance when needed.

✗ He easily takes on new tasks well but fails to communicate with and train others.

✗ He hoards information and resources rather than sharing them.

✗ He dismisses others’ viewpoints without consideration.

✗ He takes credit for joint work without acknowledging contributions.

✗ He argues his point of view rather than seeking agreement.

✗ He makes no effort to understand perspectives different than his own.

✗ He shows favoritism towards certain coworkers.

✗ He keeps teammates uninformed about his progress and plans.

✗ He is unwilling to compromise on issues important to others.

✗ He misses deadlines without communicating delays appropriately.

✗ He undermines group decisions that don’t align with his preferences.

✗ He does not help new coworkers or ensure they understand their roles.

✗ He fails to identify ways for coworkers to work together effectively.

✗ He allows disagreements to divide the team rather than unite them.

✗ He considers only his perspective rather than many viewpoints.

✗ He does not facilitate cooperation between departments.

✗ He does not help orient newcomers or introduce workplace standards.

✗ He does little to build positive relationships with coworkers.

✗ He is uninterested in others’ work and does not offer assistance.

✗ He fails to acknowledge others’ contributions to success.

✗ He is closed-minded and does not rethink his assumptions.

✗ He takes on too much himself rather than involving others.

✗ He prioritizes his self-interests over the team’s needs.

✗ He takes credit for himself and does not recognize others.

✗ He is detached from coworkers outside of work responsibilities.

✗ He does not represent the team’s interests to other groups.

✗ He fosters an individualistic rather than cooperative culture.

✗ He fails to bring out the best in coworkers.

✗ Cooperation is not a regular part of his work approach.

See also: 200+ Performance Review Phrases for Professionalism, Collaboration and Cooperation, Punctuality Related: 26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]

Part 2 Commitment and Professionalism

✓ He is self-motivated and strives to complete all his tasks on time.

✓ He is a perfectionist. He does not stop until he has produced excellent results.

✓ He shows significant interest in his job and he constantly generates new ideas.

✓ He has a high level of professional knowledge of his job.

✓ He takes initiative and finds ways to continuously improve his work.

✓ He maintains a positive attitude even during difficult or stressful times.

✓ He takes pride in his work and strives for the highest quality outcomes.

✓ He maintains up-to-date knowledge in his field through ongoing learning.

✓ He approaches problems with care, diligence and a solutions-oriented mindset.

✓ He consistently delivers work that exceeds expectations for his role.

✓ He demonstrates passion for his profession and enthusiasm for his work.

✓ He represents the organization professionally in all interactions.

✓ He pays close attention to details and catches and fixes errors.

✓ He takes responsibility for his work and does not make excuses.

✓ He meets all deadlines through effective time management.

✓ He seeks to continuously improve processes and find efficiencies.

✓ He maintains professional composure even under pressure.

✓ He is dedicated to serving organizational goals and priorities.

✓ He is highly organized and ensures all work is well documented.

✓ He is proactive about anticipating problems and developing solutions.

✓ He takes on extra responsibilities without being asked.

✓ He is willing to work extra hours if needed to complete tasks.

✓ He maintains a high-quality portfolio of work accomplishments.

✓ He seeks feedback to further improve his skills and performance.

✓ He sets an example of excellence that motivates high performance.

✓ He displays leadership and mentors less experienced coworkers.

✓ He demonstrates full commitment to the organization’s success.

✓ He is passionate about his field and continuously expands his expertise.

See also: 200+ Performance Review Phrases for Commitment and Professionalism, Collaboration, Punctuality

✗ He fails to perform his required duties.

✗ He takes excessive breaks and is reluctant to perform his duties.

✗ He often attempts to leave the workplace early.

✗ He fails to show any real interest in his job.

✗ He is rarely on time and his appearance is untidy.

✗ He misses deadlines and does not take responsibility.

✗ His work is sloppy and does not meet quality standards.

✗ He makes excuses when errors occur or problems arise.

✗ He is resistant to feedback and does not take it constructively.

✗ He shows little initiative and relies heavily on supervision.

✗ His knowledge in his field is outdated or insufficient.

✗ He represents the organization unprofessionally to others.

✗ He fails to anticipate issues and leaves problems for others.

✗ He avoids extra responsibilities and passes off work to others.

✗ He is unwilling to work additional hours when required.

✗ He does not document or organize work effectively.

✗ He shows a lack of dedication to organizational goals.

✗ He is disorganized and loses or misfiles important documents.

✗ He displays a poor attitude that negatively impacts others.

✗ He is not punctual and misses meetings or appointments.

✗ His portfolio lacks substance and accomplishments.

✗ He is closed to feedback and does not seek to improve.

✗ He shows lack of passion for his profession or field.

✗ He fails to set a positive example for others.

See also: 200+ Performance Review Phrases for Commitment and Professionalism, Collaboration, Punctuality Related: 28 Essential Areas of Improvement for Employees [with Examples]

Part 3 Attendance and Punctuality

✓ His performance is always reliable and he follows his work schedule well.

✓ He manages his schedule well. He fully completes all tasks assigned to him for the week.

✓ He sets a standard by his perfect attendance.

✓ He is the ideal employee who arrives to work and leaves on time. He also takes his breaks as per his schedule.

✓ He arrives at work every day fully prepared to tackle his responsibilities.

✓ He is reliable and there are no concerns with his attendance.

✓ He is punctual for work and meetings.

✓ He always arrives to work prepared.

✓ He notifies managers well in advance of any planned time off.

✓ He makes arrangements to ensure coverage of responsibilities during absences.

✓ He is present and engaged during all scheduled working hours.

✓ He arrives early to prepare for the day and stays late to complete work.

✓ He adheres strictly to scheduled start and end times each day.

✓ He is always ready to start work promptly at the scheduled time.

✓ He schedules personal appointments outside of working hours.

✓ He coordinates schedules with coworkers to avoid disruption.

✓ He is an exemplary role model for attendance standards.

✓ He ensures tasks are covered when absent through contingency plans.

✓ He is always on time for scheduled shifts, meetings and deadlines.

✓ His attendance and punctuality are impeccable year after year.

✓ He is committed to being present and productive during work hours.

✓ His schedule is optimized to maximize productivity and availability.

✓ He takes initiative to swap shifts to meet organizational needs.

✓ He is reliable in unpredictable or emergency situations.

✓ His attendance creates a standard that motivates others.

✓ He communicates clearly about his availability and schedule.

✓ His attendance record is exemplary with no issues to address.

See also: 200+ Performance Review Phrases for Professionalism, Collaboration, Attendance and Punctuality

✗ He has an inconsistent attitude that often negatively affects the team.

✗ He follows the appropriate schedule but he is often late returning from off-site activities which negatively impacts his coworkers.

✗ He does not meet the attendance standards for punctuality.

✗ He does not return communications in a timely manner.

✗ He is often late for work and does not follow the attendance policy.

✗ He takes unapproved time off or exceeds allotted paid leave.

✗ He is frequently absent or late with no advance notification.

✗ He leaves early or takes extended breaks without permission.

✗ His schedule is unpredictable and disrupts coworkers’ work.

✗ He does not make arrangements when absent and work piles up.

✗ He misses deadlines and appointments due to poor time management.

✗ He arrives late to meetings and appointments on a regular basis.

✗ His tardiness and absenteeism set a negative example for others.

✗ He is frequently unavailable during scheduled working hours.

✗ He takes unscheduled days off at short notice.

✗ His schedule requires excessive supervision and follow up.

✗ He fails to follow attendance and punctuality policies.

✗ His whereabouts and availability are unpredictable.

✗ He does not respond to communications in a timely manner.

✗ His inconsistent schedule disrupts operations.

✗ His attendance record demonstrates repeated issues.

Part 4 Quality of Work and Productivity

✓ He is a detail minded person and his work is always completed with high quality.

✓ He always maintains a high level of accuracy in his work.

✓ He maintains a good standard of work aligned with a high level of productivity.

✓ He takes on new responsibilities with minimal guidance or direction.

✓ He has a strong grasp and understanding of his job responsibilities.

✓ He always maintains accuracy in his work.

✓ He never neglects any detail of any task given to him.

✓ His good performance level is highly appreciated. His work is high quality and accurate.

✓ He developed a [program/initiative] that delivered [x] results.

✓ He improved output/production by [x]%.

✓ He exceeded start of year goals by [number].

✓ He provides consistent results that clients or customers can always count on.

✓ He efficiently completes tasks well ahead of deadlines.

✓ He takes initiative to improve processes and increase efficiency.

✓ His work requires little to no rework or corrections.

✓ He delivers work that sets a high standard for others.

✓ He maintains meticulous records and documentation.

✓ He finds innovative solutions to complex problems.

✓ His work product exceeds the requirements of his role.

✓ He completes extra tasks above his normal duties.

✓ Customers and clients consistently praise his work.

✓ He achieves results above performance targets.

✓ He delivers work on time and within budget.

✓ His solutions are well thought out and long lasting.

See also: 300+ Performance Review Phrases for Quality of Work and Productivity, Adaptability, Communication

✗ He rarely achieves his monthly performance targets.

✗ He produces a higher defect rate than his peers.

✗ His work does not comply with the required output standards.

✗ He demonstrates a low level of knowledge of the required work procedures.

✗ He is reluctant to take on new responsibilities.

✗ He is unable to concentrate on his work.

✗ He is unaware of his job requirements.

✗ The quality of his work is unreliable.

✗ He fails to spend sufficient time to check his work before submission.

✗ He is unable to perform his job without assistance.

✗ His lack of concentration results in a high level of errors.

✗ His work doesn’t pass inspection by other team members.

✗ He doesn’t pay attention to the details of the tasks he is assigned.

✗ He overlooks key requirements given to him for his tasks.

✗ He fails to meet basic quality standards.

✗ His work requires excessive corrections.

Part 5 Adaptability

✓ He maintains a calm and composed demeanor under stressful situations.

✓ He acknowledges and recognizes any proposal for change.

✓ He promptly tackles changes while completing his assignments.

✓ He welcomes criticism that will help to improve the business.

✓ He is willing to look for more effective methods to conduct business.

✓ He adjusts his approach when facing obstacles.

✓ He considers different perspectives before deciding on a course of action.

✓ He incorporates feedback into improving his work methods.

✓ He remains open-minded towards new ideas and suggestions.

✓ He readily accepts additional responsibilities when needed.

✓ He is flexible enough to take on varied tasks.

✓ He adapts his communication style to different personalities.

✓ He makes necessary adjustments to changing priorities.

✓ He alters his approach based on the situation’s unique demands.

✓ He tailors his solutions according to the target audience.

✓ He reworks procedures in response to shifting business needs.

✓ He modifies plans readily in light of new information.

✓ He fine-tunes methods to optimize performance.

✓ He varies his problem-solving techniques for differing issues.

✓ He adjusts easily to new teams and working environments.

✓ He alters traditional methods when more effective options emerge.

✓ He diversifies his skill set through ongoing training.

✓ He reconsiders solutions in response to changing needs.

✓ He tweaks established processes with new developments.

✓ He modifies deadlines and timelines to accommodate alterations.

✓ He reworks content for various presentation formats.

✓ He streamlines operations by refining ineffective practices.

✓ He upgrades skills continuously to stay ahead of changes.

See also: Performance Review Phrases for Quality of Work, Adaptability, Communication

✗ He is slow to confront any changes.

✗ He is unwilling to accept even minor changes.

✗ He is easily confused about “out of plan” changes.

✗ He is unwilling to accept last-minute changes.

✗ He struggles adjusting to unexpected obstacles.

✗ He resists considering different viewpoints.

✗ He fails to incorporate constructive criticism.

✗ He dismisses new ideas without proper evaluation.

✗ He declines additional responsibilities outside his scope.

✗ He struggles shifting between diverse tasks.

✗ He uses a rigid communication approach.

✗ He has difficulty adjusting to shifting priorities.

✗ He applies a one-size-fits-all solution method.

✗ He struggles tailoring solutions for different audiences.

✗ He is slow to modify procedures in response to changes.

✗ He fails to update plans with new information.

✗ He does not fine-tune methods for better performance.

✗ He uses a standardized problem-solving approach.

✗ He has difficulties adjusting to new teams and environments.

✗ He clings to outdated methods despite better options.

✗ He fails to expand his skillset through ongoing learning.

✗ He is slow to reconsider solutions that no longer fit.

✗ He uses a one-size-fits-all communication style.

✗ He resists tweaking processes for new developments.

✗ He does not refine strategies in line with market changes.

✗ He teaches all learners uniformly regardless of needs.

✗ He is inflexible about deadlines and timelines.

✗ He presents content in a rigid format.

✗ He clings to ineffective practices rather than streamline.

✗ He fails to upgrade skills to adapt to changes. See also: Performance Review Phrases for Quality of Work, Adaptability, Communication

Part 6 Communication and Interpersonal Skills

✓ His communication skills, both verbal and written, are highly effective.

✓ He is a friendly communicator and has built a rapport with every division in the company.

✓ His positive attitude and willingness to listen are highly appreciated by her coworkers.

✓ He regularly gives constructive feedback.

✓ He makes new employees feel welcome.

✓ He provides accurate and timely information, both written and orally.

✓ He actively listens to others.

✓ He involves others in problem solving.

✓ He provides clear instructions and expectations.

✓ He accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically.

✓ He articulates ideas in a clear and organized manner.

✓ He communicates effectively with all levels of staff.

✓ He establishes rapport easily with both internal and external contacts.

✓ He shares credit and recognizes others’ contributions.

✓ He gives and receives feedback professionally and productively.

✓ He builds strong working relationships across departments.

✓ He expresses empathy when listening to others.

✓ He facilitates discussions to reach agreement.

✓ He communicates appropriately for each audience and situation.

✓ He addresses concerns respectfully and seeks mutually agreeable solutions.

✓ He presents information compellingly to different groups.

✓ He encourages open dialogue and the sharing of perspectives.

✓ He mediates disagreements constructively to find common ground.

✓ He maintains an approachable demeanor to foster collaboration.

✓ He keeps others informed proactively through regular updates.

✓ He clarifies expectations to ensure shared understanding.

✓ He negotiates diplomatically to reach mutually agreeable solutions.

✓ He fosters an environment of trust and respect among colleagues.

✓ He expresses disagreement respectfully and proposes alternative options.

✓ He welcomes diverse viewpoints and new ideas from all levels.

✓ He facilitates cooperation across teams to accomplish goals.

✓ He connects people to build new relationships and opportunities.

✓ He keeps an open door to address any staff concerns constructively.

✓ He makes others feel heard by paraphrasing their perspectives.

✓ He brings people together, finds common ground and moves discussion forward productively.

✓ He acknowledges others effectively to build morale and engagement.

✓ He resolves interpersonal issues diplomatically to maintain cohesion.

✓ He keeps an even temper when under pressure or during disagreement.

See also: Performance Review Phrases for Communication and Interpersonal Skills

✗ He fails to communicate with his team members in an effective way.

✗ He must improve his foreign language skills.

✗ He is not adept at documenting verbal communication. He should work on this skill over the next 90 days.

✗ He should communicate project status updates more frequently.

✗ Many of his coworkers see him as unapproachable.

✗ He needs to work on listening to others.

✗ He works well with members of his own team, yet he has an “us” against “them” mentality when it comes to others within the company.

✗ He struggles articulating ideas clearly.

✗ He fails to communicate effectively across levels.

✗ He has difficulty establishing rapport externally.

✗ He takes credit individually rather than recognizing others.

✗ He gives feedback in an unproductive manner.

✗ He lacks strong working relationships across departments.

✗ He does not show empathy when others speak.

✗ He does not facilitate discussions to reach agreement.

✗ He uses an inappropriate communication style.

✗ He fails to address concerns respectfully to find solutions.

✗ He presents information poorly to different groups.

✗ He discourages open dialogue and sharing of perspectives.

✗ He handles disagreements in an unconstructive manner.

✗ He maintains an inapproachable demeanor.

✗ He fails to provide regular updates proactively.

✗ He lacks clarity on expectations.

✗ He negotiates in an adversarial rather than cooperative spirit.

✗ He fosters an environment lacking trust and respect.

✗ He expresses disagreement disrespectfully.

✗ He discourages diverse viewpoints and new ideas.

✗ He fails to facilitate cooperation across teams.

✗ He does not connect people to build opportunities.

✗ He is inaccessible to address staff concerns.

✗ He does not acknowledge others’ perspectives.

✗ He moves discussions in an unproductive direction.

✗ He fails to acknowledge others effectively.

✗ He loses his temper during disagreement or pressure. See also: Performance Review Phrases for Communication and Interpersonal Skills

Part 7 Creativity and Innovation

✓ He shows that he can develop creative solutions to solve problems.

✓ He thinks outside the box to find the best solutions to a particular problem.

✓ He regularly contributes suggestions on how to improve company processes.

✓ He constantly searches for new ideas and ways to improve efficiency.

✓ He has launched creative initiatives such as [specific example].

✓ He creates breakthrough and helpful ideas in meetings.

✓ When we face difficulty, we are sure that we can rely on her for a helpful and creative solution.

✓ He is a creative person. When problems occur, he is often the first person who thinks and finds the most effective solutions to deal with them perfectly.

✓ He develops innovative concepts for new products and services.

✓ He approaches challenges with an imaginative mindset.

✓ He generates fresh perspectives on existing problems.

✓ He encourages his team to think creatively and come up with innovative solutions.

✓ He fosters a culture of creativity and innovation within his team.

✓ He recognizes and rewards creative thinking and innovation within his team.

✓ He provides opportunities for his team to develop their creativity and innovation skills.

✓ He collaborates with his team to generate new and innovative ideas.

✓ He is willing to experiment with new approaches or ideas, which enables the team to innovate.

✓ He seeks out new and innovative solutions to problems.

✓ He is receptive to feedback or suggestions from his team regarding creative solutions.

✓ He prioritizes creativity and innovation in his team’s goals and objectives.

✓ He invests in training or development programs to enhance his team’s creativity and innovation skills.

✓ He provides a safe and supportive environment for his team to take creative risks.

✓ He encourages his team to challenge the status quo and think outside the box.

✓ He recognizes and appreciates the value of creative thinking and innovation in achieving business goals.

✓ He is proactive in seeking out new and innovative opportunities for the team.

✓ He provides the necessary autonomy and freedom for his team to explore creative solutions.

✓ He empowers his team to take ownership of their creativity and innovation efforts.

✓ He recognizes and addresses barriers that may hinder his team’s ability to be creative and innovative.

✓ He provides the necessary support and resources for his team to implement creative solutions.

✓ He fosters a culture of experimentation and learning from failure.

✓ He is able to adapt to changing circumstances and find creative solutions to new challenges.

✓ He consistently comes up with fresh and innovative ideas to improve business operations.

✓ He inspires his team to think creatively and embrace new ideas.

✓ He is able to balance creativity with practicality to find effective solutions.

✓ He is skilled at identifying opportunities for innovation and implementing them successfully.

✓ He encourages a collaborative approach to problem-solving, which leads to creative solutions.

✓ He is able to communicate complex ideas in a clear and creative manner.

✓ He is passionate about exploring new ideas and finding innovative solutions to problems.

See also: 242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)

✗ He does not care about the creative side of his team and always ignores the innovate employees reporting to him.

✗ He does not encourage his team to find creative solutions.

✗ He demonstrates a lack of interest in contributing creative or innovative ideas.

✗ He has a difficult time thinking “outside of the box” and creating new solutions.

✗ He is creative but he has a tendency to act before thinking. This causes problems when he pushes untested or unexamined ideas forward too quickly.

✗ He discourages creative solutions from his team.

✗ He rarely considers new and innovative ideas from his team.

✗ He shows little interest in exploring creative solutions to problems.

✗ He tends to stick to traditional methods instead of exploring new and innovative approaches.

✗ He is not open to new ideas and tends to shut down creative suggestions from his team.

✗ He lacks the ability to think creatively and come up with innovative solutions.

✗ He does not value creativity and innovation in his team.

✗ He is resistant to change and new ideas, which limits the team’s ability to innovate.

✗ He does not provide the necessary resources or support for his team to be creative and innovative.

✗ He does not foster a culture of creativity and innovation within his team.

✗ He is not willing to take risks or try new things, which hinders the team’s ability to innovate.

✗ He does not encourage his team to think creatively and come up with innovative solutions.

✗ He does not recognize or reward creative thinking and innovation within his team.

✗ He does not provide opportunities for his team to develop their creativity and innovation skills.

✗ He does not collaborate with his team to generate new and innovative ideas.

✗ He is not willing to experiment with new approaches or ideas, which limits the team’s ability to innovate.

✗ He does not seek out new and innovative solutions to problems.

✗ He is not receptive to feedback or suggestions from his team regarding creative solutions.

✗ He does not prioritize creativity and innovation in his team’s goals and objectives.

✗ He does not invest in training or development programs to enhance his team’s creativity and innovation skills.

✗ He does not provide a safe and supportive environment for his team to take creative risks.

✗ He does not encourage his team to challenge the status quo and think outside the box.

✗ He does not recognize or appreciate the value of creative thinking and innovation in achieving business goals.

✗ He is not proactive in seeking out new and innovative opportunities for the team.

✗ He does not provide the necessary autonomy and freedom for his team to explore creative solutions.

✗ He does not empower his team to take ownership of their creativity and innovation efforts.

✗ He does not recognize or address barriers that may hinder his team’s ability to be creative and innovative.

✗ He does not provide the necessary support and resources for his team to implement creative solutions.

Part 8 Accountability

✓ His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility.

✓ His is fully accountable for his actions and never shirks responsibility.

✓ He readily assists coworkers in response to fluctuations in workloads.

✓ He offers assistance to others without needing to be asked.

✓ He readily volunteers assistance even when it would not normally be expected.

✓ He is empathetic to the needs of others.

✓ He strives to create a positive atmosphere in the work place.

✓ He shows awareness of the environment external to the organization and its needs.

✓ He routinely uses his time efficiently.

✓ He is always open to receiving feedback on his work.

✓ He takes ownership of tasks from start to finish without needing reminders or oversight.

✓ He recognizes when additional help is required and finds solutions without compromising quality or deadlines.

✓ He acknowledges mistakes and uses them as an opportunity for personal and professional growth.

✓ He considers the impacts of his actions and decisions on others.

✓ He leads by example with a strong work ethic that motivates those around him.

✓ He maintains integrity and earns trust through consistent demonstration of competence and character.

✓ He respects organizational hierarchy while contributing bold new ideas.

✓ He finds meaning and purpose in his work that extends beyond self-interest.

✓ He considers multiple perspectives on challenges and builds consensus before deciding on solutions.

✓ He gives credit to others and shares praise for team accomplishments.

✓ He meets commitments dependably while adapting plans in response to new information.

✓ He maintains a positive, solution-oriented mindset even in stressful or ambiguous situations.

✓ He advocates for process improvements based on objective data rather than subjective preferences.

✓ He builds cooperative relationships across departments and divisions to enhance coordination.

✓ He leads with compassion and brings out the best in others through mentorship and example.

✓ He remains solutions-focused under pressure without allowing stress to diminish performance.

✓ He readily admits gaps in his own knowledge and seeks guidance to develop expertise.

✓ He approaches others and conflicts with empathy, fairness and good faith.

✓ He holds himself accountable to high standards of excellence with diligence and discipline.

✓ He gives full attention to each task and sees them through to completion before moving to new priorities.

✓ He leads proactively and anticipates challenges before they arise.

✓ He sets a vision and strategy for success while empowering others to help achieve shared goals.

✓ He builds a culture of growth where all team members feel empowered to contribute.

✓ He maintains a learning mindset and adopts better practices and tools to optimize outcomes.

✓ He fosters collaboration to leverage diverse skills and perspectives for maximum impact.

See also: Performance Review Phrases for Accountability

✗ He often tries to offset responsibility onto others.

✗ He is very reluctant to acknowledge his failures.

✗ He doesn’t accept responsibility well.

✗ He frequently looks for excuses for failure instead of accepting responsibility.

✗ He blames processes and policies for his own shortcomings.

✗ He resists feedback that challenges his assumptions or requires changes in his methods.

✗ He takes credit for team accomplishments while avoiding blame for setbacks.

✗ He focuses on mistakes of others rather than supporting improvement.

✗ He fails to follow through on commitments, leaving others in the lurch.

✗ He makes excuses when deadlines are missed or quality lapses occur.

✗ He acts entitled and resistant when asked to take on additional responsibilities.

✗ He avoids owning up to subpar work and tries to slip mediocre results past supervisors.

✗ He plays the blame game instead of taking initiative to resolve issues constructively.

✗ He lacks self-awareness and is unable to recognize gaps in competencies or performance.

✗ He shows little initiative and needs constant supervision and prompting.

✗ He becomes defensive when standards are enforced or deadlines loom.

✗ He acts entitled and resistant when asked to improve or take on additional responsibilities.

✗ He makes excuses for missed deadlines and deliverables that do not meet expectations.

✗ He lacks ownership over projects and sees tasks as someone else’s responsibility.

✗ He misses obvious problems and does not recognize the need for corrective action.

✗ He acts like a victim of circumstances beyond his control rather than an empowered agent.

✗ He avoids difficult conversations and decisions, passing problems to others.

✗ He fails to acknowledge missteps, limiting opportunities to learn and grow.

✗ He lacks attention to detail and quality, delivering subpar work products repeatedly.

✗ He makes excuses when deadlines are missed or deliverables fall short of requirements.

✗ He acts entitled and resistant when constructive feedback points to areas needing improvement.

✗ He lacks initiative and ownership, avoiding extra tasks outside of basic job duties.

✗ He plays the victim rather than taking responsibility for solving problems he contributed to creating. See also:  Performance Review Phrases for Accountability

Part 9 Customer Focus and Customer Satisfaction

✓ He can find the right approach with any client, even the most critical one.

✓ He is always polite and friendly with his customers. He never interrupts them during a conversation.

✓ He cannot afford to disappoint his client. If he has promised to do something, he will fulfill his promise.

✓ He always cares about the clients’ comfort and convenience.

✓ He always goes above and beyond his job requirements to satisfy his customers.

✓ He works well with clients. His clients never complain about him.

✓ He deals with difficult customers with grace.

✓ He has consistently high marks on his customer satisfaction surveys.

✓ He provides consistent, quality service to all customers.

✓ He follows up with customers in a timely manner.

✓ He makes an extra effort to keep customers accurately informed.

✓ He listens actively to customers and seeks to understand their needs and preferences.

✓ He responds to customer inquiries promptly and professionally.

✓ He takes ownership of customer issues and works diligently to resolve them.

✓ He anticipates customer needs and proactively offers solutions.

✓ He shows empathy and understanding when customers express frustration or dissatisfaction.

✓ He maintains a positive attitude even when dealing with challenging customers.

✓ He takes responsibility for customer outcomes and works to exceed expectations.

✓ He builds rapport and trust with customers through consistent delivery of high-quality service.

✓ He shows flexibility and adaptability in response to changing customer needs or preferences.

✓ He demonstrates a deep understanding of the products or services he provides to customers.

✓ He seeks feedback from customers to improve service and product offerings.

✓ He maintains accurate and up-to-date records of customer interactions and needs.

✓ He responds to customer complaints with a sense of urgency and works to resolve them quickly.

✓ He is proactive in identifying and addressing potential customer issues before they arise.

✓ He is patient and persistent in working with customers to resolve complex issues.

✓ He is knowledgeable about competitors and industry trends, using this information to better serve customers.

See also: Performance Review Phrases for Customer Focus and Customer Satisfaction

✗ He can deal with the everyday customer service situations, but with complex issues, he is not flexible and does not know what action to take.

✗ His average time per call is too high. He needs to reduce the average time per call.

✗ He can deal with customers on the phone very well, but he does not handle face to face customer contact very well.

✗ His customers always give him low marks in the customer satisfaction surveys.

✗ He does not always listen to his customers well.

✗ He has not understood completely why customer service training is important. He is late to class frequently and sometimes does not take part at all.

✗ He consistently passes challenging issues to others instead of tackling them himself.

✗ He appears to become frustrated by clients who ask questions.

✗ He does not understand how to deal with a difficult customer. He passes difficult customers to his supervisor frequently.

✗ He lacks initiative in finding solutions to challenging customer issues.

✗ He shows impatience or irritation when dealing with customers who have complex or nuanced needs.

✗ He does not take ownership of customer issues and frequently passes them to others.

✗ He does not follow up with customers in a timely or effective manner.

✗ He shows a lack of empathy and understanding when customers express frustration or dissatisfaction.

✗ He does not communicate clearly or effectively with customers, leading to misunderstandings.

✗ He does not take responsibility for customer outcomes and often blames external factors.

✗ He does not provide consistent, quality service to all customers.

✗ He does not anticipate customer needs or proactively offer solutions.

✗ He does not seek feedback from customers to improve service and product offerings.

✗ He does not maintain accurate and up-to-date records of customer interactions and needs.

✗ He does not respond to customer complaints with a sense of urgency or work to resolve them quickly.

✗ He is not patient or persistent in working with customers to resolve complex issues.

✗ He does not have a deep understanding of the products or services he provides to customers.

✗ He does not show flexibility or adaptability in response to changing customer needs or preferences.

✗ He does not maintain a professional and courteous demeanor even in high-pressure situations.

✗ He does not understand the importance of customer service and how it impacts the success of the business.

✗ He is not proactive in identifying and addressing potential customer issues before they arise.

✗ He does not take customer feedback seriously or use it to improve service and product offerings.

✗ He does not follow through on commitments made to customers, leading to dissatisfaction and mistrust.

✗ He does not show a willingness to learn and improve in his customer service skills.

See also:  Performance Review Phrases for Customer Focus and Customer Satisfaction

Part 10 Decision Making and Problem Solving

✓ He is skilled at analyzing any situation and working out a solution.

✓ He always defines a problem clearly and seeks out alternative solutions.

✓ He is decisive in difficult situations.

✓ He is able to make sound fact-based judgments.

✓ He always analyzes an issue carefully and then looks for different ways to resolve that issue.

✓ He is creative and innovative in finding solutions to complex problems.

✓ He is able to prioritize competing demands and make tough decisions.

✓ He shows good judgment and critical thinking skills in his decision-making.

✓ He is able to identify root causes of problems and address them effectively.

✓ He considers all factors carefully before determining the best course of action.

✓ He thinks through potential consequences before settling on a plan.

✓ He weighs pros and cons objectively to arrive at well-reasoned conclusions.

✓ He solicits input from others to gain different perspectives.

✓ He remains calm under pressure and makes level-headed choices.

✓ He approaches issues with an open mind and seeks the optimal solution.

✓ He thinks creatively to find new approaches to challenging problems.

✓ He learns from past experiences to improve future decision making.

✓ He breaks large problems down into smaller, more manageable pieces.

✓ He considers the bigger picture while also focusing on important details.

✓ He gathers relevant facts from reliable sources before determining a plan.

✓ He adapts decisions as new information becomes available.

✓ He finds practical, workable solutions within given time or resource constraints.

✓ He evaluates outcomes and makes adjustments as needed.

✓ He thinks ahead to foresee potential obstacles or unintended consequences.

✓ He makes well-informed choices that balance risks and potential benefits.

✓ He draws logical conclusions based on evidence rather than assumptions.

✓ He considers diverse viewpoints to develop the best plan of action.

✓ He prioritizes issues and tackles the most important ones first.

✓ He remains open-minded to new information that could change his perspective.

✓ He re-evaluates solutions against original goals and makes refinements.

✓ He thinks through second and third order effects of any choice.

See also: 174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

✗ He applies overly complex and impractical approaches to solving problems.

✗ He struggles to work out a solution to any difficult problem.

✗ He is uncomfortable when faced with any awkward problem.

✗ He easily loses focus when facing a complex situation.

✗ He makes decisions hastily without considering important factors.

✗ He refuses to acknowledge flaws in his own reasoning or choices.

✗ He makes inconsistent decisions without logical rationale.

✗ He does not re-evaluate choices to identify needed adjustments.

✗ He fails to consider second and third order implications of decisions.

✗ He fails to gather sufficient information before determining a course of action.

✗ He allows emotions to cloud objective evaluation of options.

✗ He refuses to accept input that contradicts his preconceived notions.

✗ He becomes flustered under pressure and makes careless mistakes.

✗ He approaches issues with a closed mind and defends initial impressions.

✗ He focuses on a single solution rather than exploring alternatives.

✗ He fails to see connections between decisions and broader implications.

✗ He does not learn from past errors and repeats missteps.

✗ He makes excuses when solutions do not work out as intended.

✗ He avoids responsibility when decisions produce unintended consequences.

✗ He jumps to conclusions without establishing objective facts.

✗ He struggles to break problems down into manageable components.

✗ He loses sight of overarching goals amid minor setbacks or details.

✗ He makes choices based on anecdotes rather than reliable data.

✗ He refuses to re-examine assumptions when results do not materialize.

✗ He fails to establish criteria to evaluate different options objectively.

✗ He does not anticipate potential challenges or unintended consequences.

✗ He struggles to prioritize issues and tackles unimportant problems first.

✗ He does not adapt solutions in response to changing circumstances.

✗ He disregards constraints and proposes unrealistic solutions.

✗ He rushes through important decisions to avoid deeper analysis.

Part 11 Dependability and Reliability

✓ He is willing to work overtime until the project is finished.

✓ He is the go-to person if the task absolutely must be completed by a given time.

✓ He is dependable and turns in good performance each day. He never fails to impress.

✓ He shows faithful commitment to getting the job done. He consistently performs at or above expectations.

✓ When we have a task that must be done, we turn to him. He has our trust because he’s proven he can get the job done.

✓ He is known for his dependability and willingness to do what it takes.

✓ He can be counted upon for steady performance.

✓ He consistently demonstrates solid performance in all aspects of his work.

✓ He handles projects conscientiously from start to finish.

✓ He meets deadlines reliably and completes work within expected timeframes.

✓ He follows through consistently and honors commitments.

✓ He accepts responsibility for tasks and sees them through to completion.

✓ He maintains a consistent level of quality and effort in all duties.

✓ His work is thoroughly done right the first time with few errors.

✓ He can be counted on to handle important tasks independently.

✓ He is punctual and dependable in attendance and timekeeping.

✓ He keeps others informed of progress and potential delays.

✓ He maintains focus and follows through to the end of projects.

✓ His colleagues trust that work assigned to him will be done reliably.

✓ He is accountable and takes ownership of responsibilities.

✓ His performance level remains consistent even under pressure.

✓ He maintains composure and continues working steadily.

✓ He is proactive in preventing delays or issues with deadlines.

✓ His work habits demonstrate discipline and dependability.

✓ He is a rock others can lean on in times of heavy workload.

✓ His performance level is unwavering despite distractions.

✓ He delivers on commitments with consistent effort and quality.

See also: Performance Feedback Examples for Reliability and Dependability

✗ We cannot depend on him. If a task must be completed it is better assigned to someone else.

✗ His productivity is not as good as that of his coworkers.

✗ He is very loyal but he cannot be depended on. He is an irresponsible person.

✗ He demands reliability from others, but not from himself.

✗ He has energy, drive, and performance levels that are inconsistent and unpredictable.

✗ He makes promises that he doesn’t keep.

✗ He guarantees that deadlines will be met, but consistently misses them.

✗ He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy.

✗ His work quality and effort levels vary unpredictably.

✗ He does not demonstrate consistent ownership of responsibilities.

✗ He makes excuses when failing to follow through on commitments.

✗ Others cannot rely on him to independently manage important duties.

✗ His work is error-prone and quality is not maintained.

✗ He becomes distracted or sidetracked from tasks easily.

✗ His productivity decreases significantly under normal pressure.

✗ He is unreliable and inconsistent in following instructions.

✗ He does not take initiative or demonstrate accountability.

✗ He fails to multi-task or manage deadlines effectively.

✗ His colleagues cannot depend on tasks being done right the first time.

✗ He becomes overwhelmed and makes poor choices when busy.

✗ He struggles to maintain focus and follow projects through.

✗ He misses important details and fails to deliver quality work.

✗ He does not keep others informed of progress or delays.

✗ His work cannot be depended on to meet professional standards.

✗ He is easily distracted by unrelated tasks or personal matters.

Part 12 Ethics and Integrity

✓ He is a very honest person. He never abuses any company benefits for personal purposes.

✓ He is a highly principled. He is good employee who treats all coworkers equally, regardless of gender, age or any other factor.

✓ He has the ability to resolve disputes with clients and partners peacefully.

✓ He discourages gossip or other negative discourse at the workplace. He forms a good working climate.

✓ He understands his legal responsibility to the company very well.

✓ He has a strong sense of integrity that underlies all his dealings with vendors.

✓ He makes decisions that consistently reflect his strong commitment to acting reputably.

✓ He never shares confidential company information with outsiders without proper authorization.

✓ He reports any violations of company policies or code of conduct that he witnesses.

✓ He handles all customer complaints with empathy, respect and care.

✓ He takes responsibility for his own mistakes and learns from them.

✓ He gives credit to colleagues for their contributions and does not take sole credit for team work.

✓ He leads by example with high ethical standards in all his dealings.

✓ He is honest and transparent in all communication with management and peers.

✓ He handles conflicts of interest appropriately and does not let personal interests influence professional decisions.

✓ He respects privacy and protects sensitive information of customers, partners and the company.

✓ He makes well considered decisions keeping long term interests of stakeholders in mind.

✓ He takes a principled stand against unfair treatment or discrimination.

✓ He acts with utmost integrity in all internal and external interactions.

✓ He takes responsibility for ensuring his team follows the company code of conduct.

✓ He leads by setting an example of high ethical values in his day to day work.

✓ He is honest and transparent in documenting work progress and results.

✓ He takes initiative to clarify and understand expectations to avoid misunderstandings.

✓ He respects and complies with all applicable laws and regulations.

✓ He handles sensitive information with discretion and does not misuse his authority or access.

✓ He is truthful and factual in preparing any documents and records.

✓ He leads by personal example of ethical and lawful conduct.

See also: Performance Feedback Examples for Ethics and Integrity

✗ He has occasionally made misleading statements that have needed to be corrected.

✗ There are some accusations from customers that he been untruthful.

✗ Integrity does not seem to rank particularly highly on his list of priorities.

✗ He always expects integrity from others, but doesn’t always display it himself.

✗ He demonstrates acceptable levels of integrity only intermittently.

✗ He has show several recent lapses in integrity.

✗ He violates company standards and expectations regarding employee integrity.

✗ He has cost the company customers and money because of his disingenuous behavior.

✗ His integrity seems flexible when it suits his purposes.

✗ Lack of integrity undermines his effectiveness and damages his credibility.

Part 13 Flexibility

✓ He is ready to make a new and carefully considered decision if the situation has changed and the previous actions have become inappropriate.

✓ He is ready to work extra hours if urgent and essential issues must be solved by the end of the day.

✓ He is strong and confident but at the same time open-minded. He is always ready to consider proposals from colleagues.

✓ He is always stays aware of market changes to be able to react immediately. This awareness helps the company develop and flourish.

✓ He shows initiative, and is flexible when approaching new tasks.

✓ He is ready to consider new perspectives and adjust his views if compelling counterarguments are presented.

✓ He is willing to take on additional responsibilities outside his normal role when the team needs support.

✓ He adapts smoothly to changing priorities and demands without becoming frustrated or overwhelmed.

✓ He remains open to alternative solutions even after committing to a particular course of action.

✓ He embraces diverse viewpoints and values the unique perspectives of all team members.

✓ He is receptive to feedback and uses it constructively to strengthen his performance.

✓ He transitions between tasks seamlessly thanks to his ability to stay focused yet flexible.

✓ He brings a versatile skill set to each new challenge and finds innovative ways to add value.

✓ He tailors his approach based on the unique needs of diverse clients and stakeholders.

✓ He readily takes on different roles to ensure all work gets done to a high standard.

✓ He handles unforeseen complications calmly and creatively without compromising quality or deadlines.

✓ He maintains a high level of performance despite unpredictable demands and shifting company priorities.

✓ He embraces change proactively and sees it as an opportunity rather than a disruption.

✓ He finds the upside in difficulties and uses challenges to strengthen his adaptability.

✓ He approaches each new task with an open and inquisitive mindset rather than rigid preconceptions.

See also: Employee Performance Evaluation Examples for Flexibility

✗ He does not excel at activities which require a high degree of flexibility.

✗ He can change his point of view without analyzing or defending it. He should be more certain about his proposals.

✗ He tends to resist activities where the path is unknown.

✗ He becomes uptight when the plan changes.

✗ He is not comfortable when the agenda changes unexpectedly.

✗ He prefers sticking to a set routine and gets uneasy with unexpected deviations.

✗ Adapting to new situations does not come naturally to him and he would benefit from being more open to change.

✗ He gets stuck in rigid thinking and has difficulty considering alternative perspectives.

✗ He shows reluctance to adjust his approach even when presented with a better option.

✗ New information that contradicts his preconceptions can make him defensive rather than open-minded.

✗ Last minute changes can frustrate him as he likes advance preparation and scheduling.

✗ He has a tendency to get stuck in rigid ways of thinking instead of considering different perspectives.

✗ Adjusting to alternative solutions requires more effort for him than sticking to his original idea.

✗ He shows reluctance to modify his strategies even when the circumstances change.

✗ Openness to alternate viewpoints is an area he can further develop for improved flexibility.

✗ He demonstrates rigidity in his thinking patterns and could benefit from strengthening his adaptability skills.

✗ Going outside prescribed processes to get work done can be challenging for him.

Part 14 Goal Setting

✓ One of his strengths is his ability to design achievable goals. He ensures those goals are all met on time.

✓ He is effective at goal-setting and challenging himself.

✓ He clearly communicates goals and objectives to coworkers.

✓ He creates clearly defined goals aligned with the company’s mission.

✓ He proactively shares progress towards goals.

✓ He clearly communicates objectives, and what is expected from them to his team members.

✓ He sets clear and measurable performance expectations.

✓ He regularly reviews goals and makes adjustments when needed to ensure success.

✓ His goals are specific, measurable, attainable, relevant and time-bound which helps drive results.

✓  He holds himself and others accountable to meeting goals through consistent tracking of progress.

✓He establishes goals that are challenging yet realistic given available resources and timelines.

✓ His goals are well thought out and take the organization’s strategic objectives into consideration.

✓ He ensures goals are specific enough that success or lack thereof can be clearly evaluated.

✓ He sets ambitious yet attainable stretch goals to drive continuous improvement.

✓ He effectively partners with direct reports to establish shared understanding around goals and expectations.

✓ He regularly provides feedback to individuals and teams on progress towards achieving their goals.

✓ He thoughtfully considers dependencies and priorities when establishing goals and timelines.

✓ He effectively aligns goals across functions to ensure collaboration around shared objectives.

✓ He establishes metrics and milestones to track progress at an appropriate level of granularity.

✓ He empowers team members to help determine how best to achieve their goals.

✓ He ensures goals remain relevant and adjusts them proactively as circumstances change.

✓ He leads by example in setting and achieving his own ambitious goals.

✓ He celebrates wins and recognizes achievement of goals to promote a culture of success.

✓ He effectively prioritizes competing goals to optimize overall results.

✓ He thoughtfully considers risks and mitigation plans when establishing ambitious goals and objectives.

✓ He seeks continuous feedback to ensure goals continue challenging individuals and driving results.

✓ He effectively balances long term strategic goals with shorter cycle tactical objectives.

✓ He establishes clarity around roles and responsibilities to ensure collaborative goal achievement.

See also: Employee Performance Evaluation Examples for Goal-Setting

✗ He struggles to set goals that align with company objectives.

✗ He is ineffective at pursuing his goals.

✗ He is unwilling to accept responsibility for missed goals.

✗ He gets distracted and doesn’t reach his goals or objectives.

✗ He will blame others for missed deadlines and objectives.

✗ He sets goals that sometimes are not achievable.

✗ He fails to communicate goals clearly to team members.

✗ He struggles to establish goals that are specific and measurable.

✗ He does not hold himself or others accountable for meeting established goals.

✗ He sets goals that are often not realistic given available resources.

✗ His goals lack consideration of organizational priorities and objectives.

✗ He sets goals that are not specific enough to evaluate success or failure.

✗ He lacks ambition and sets goals that do not drive continuous improvement.

✗ He does not engage team members in establishing shared goals.

✗ He provides little to no feedback on progress towards goal achievement.

✗ He fails to establish clear metrics to track progress towards goals.

✗ He does not empower team members in determining how to achieve goals.

✗ He is slow to adjust goals as internal or external circumstances change.

✗ He does not lead by example or hold himself accountable to his goals.

✗ He fails to recognize achievement of goals or celebrate wins.

✗ He struggles to prioritize competing goals effectively.

✗ He neglects to consider risks and mitigation plans for ambitious goals.

✗ He is unwilling to incorporate feedback to improve goal setting.

✗ He fails to establish clear roles and responsibilities for goals.

✗ He lacks perseverance when goals encounter challenges or setbacks.

Part 15 Initiative

✓ He doesn’t wait for instructions. He shows the initiative to find new tasks himself.

✓ He requires minimal supervision. He shows initiative on his own.

✓ He is a goal-oriented person. He sets his own priorities to accomplish his job.

✓ He always takes initiative in overcoming obstacles and finding a resolution that meets everyone’s needs.

✓ He is considered as the best person in the group because of his innovative ideas, critical goals and effective working methods.

✓ He never minds taking on new tasks. He always takes on even the most difficult tasks to develop himself.

✓ He consistently looks for ways to add more value through continuous improvement.

✓ He willingly takes on additional responsibilities outside his core job scope.

✓ He proactively seeks out new challenges and stretches himself continuously.

✓ He takes ownership and drives tasks from start to finish without needing oversight.

✓ He takes the initiative to solve problems independently before escalating issues.

✓ He sees needs and opportunities others may miss and acts quickly to address them.

✓ He leads by example and inspires others through his high levels of self-motivation.

✓ He proactively identifies and implements efficiencies to optimize performance.

✓ He initiates collaborative relationships to complete work of mutual benefit.

✓ He readily takes on additional work during peak periods without needing to be asked.

✓ He approaches challenges with a can-do attitude and finds solutions independently.

✓ He identifies and acts on opportunities for organizational improvement.

✓ He proactively manages his workload and workstreams with little supervision.

✓ He initiates the implementation of best practices to continuously raise performance.

✓ He takes ownership of projects from start to finish, driving them proactively.

✓ He seeks ways to apply his skills to new areas for the benefit of the organization.

✓ He takes the initiative to build strong internal and external working relationships.

✓ He proactively contributes innovative ideas at team meetings and discussions.

✓ He eagerly takes on stretch assignments to accelerate his learning and growth.

✓ He independently drives continuous improvement initiatives from concept to completion.

✓ He initiates the implementation of new processes or systems for enhanced effectiveness.

✓ He readily pitches in to help others complete their work as needed.

✓ He independently takes actions that advance organizational priorities and strategy.

See also: Employee Performance Evaluation Examples for Initiative

✗ It seems too difficult for him to do his job on his own.

✗ He has poor abilities to establish priorities and courses of action for himself. He lacks the skills in planning and following up to achieve results.

✗ He needs close supervision when he is performing his assignments.

✗ He doesn’t seek out opportunities to learn and grow within his role.

✗ He passively waits to be told what to do rather than driving tasks proactively.

✗ He lacks motivation and relies heavily on external direction.

✗ He fails to identify needs and opportunities for improvement.

✗ He does not look for ways to add more value or take on additional responsibilities.

✗ He avoids or is slow to take on new challenges and stretch assignments.

✗ He escalates issues prematurely rather than solving problems independently.

✗ He struggles to work independently and is not self-starting.

✗ He lacks a proactive, solution-oriented approach to tasks and challenges.

✗ He fails to identify opportunities for process improvements.

✗ He relies on others to identify additional work needed during peaks.

✗ He lacks a can-do attitude and depends on others to solve problems.

✗ He is ineffective at independent time management and workload prioritization.

✗ He does not initiate implementation of industry best practices.

✗ He lacks ownership over projects and depends on significant oversight.

✗ He rarely contributes innovative ideas or suggestions proactively.

Part 16 Job Knowledge

✓ He possesses the perfect knowledge and skills that are useful for the his job.

✓ He has a deep knowledge of the products and particular characteristics of the company’s products.

✓ He takes the available opportunities to increase his knowledge of relevant job skills.

✓ He completes his assignments accurately and in a timely and efficient manner.

✓ He maintains an up-to-date level of professional and technical knowledge.

✓ He demonstrates his knowledge of his job on a daily basis.

✓ He always applies new knowledge to his work and keeps up with changes in his field.

✓ He has an excellent grasp of the technical aspects of the role.

✓ He seeks out opportunities for continuous learning and skills development.

✓ He demonstrates expertise when answering questions from others.

✓ He applies specialized skills and knowledge effectively to all tasks.

✓ He troubleshoots issues efficiently using in-depth product understanding.

✓ He keeps well-informed of best practices and emerging standards.

✓ He delivers work to an expert level through extensive learning.

✓ He takes advantage of all training opportunities provided.

✓ He shares knowledge and expertise willingly with others.

✓ He learns quickly and applies new skills independently.

✓ He stays well-informed on industry news and competitor offerings.

✓ He contributes insights based on in-depth knowledge and research.

✓ He provides expert guidance to others regularly.

✓ He enhances knowledge continuously through self-study.

✓ He makes complex topics easily understood for others.

✓ He recommends process improvements based on leading practices.

✓ He mentors less experienced team members effectively.

✓ He incorporates feedback to enhance skills and performance.

See also: Performance Review Phrases for Job Knowledge

✗ He cannot fulfill his duties due to his lack of necessary knowledge of the job.

✗ He is not as knowledgeable about the job and its requirements as we expected.

✗ He doesn’t know even the key fundamentals of the job. He always has to ask for other people’s instruction.

✗ He repeatedly asks the same questions about his job duties. He does not retain the important information required to perform his job well.

✗ His skill set does not meet requirements for the job.

✗ He is not taking advantage of available learning resources to expand his job knowledge.

✗ He relies too heavily on others rather than developing greater self-sufficiency.

✗ A learning plan is needed to strengthen his job knowledge and skills.

✗ He consistently demonstrates a lack of understanding of the job requirements and expectations.

✗ His job knowledge falls short of what is necessary to perform his duties effectively.

✗ He frequently makes mistakes due to his inadequate knowledge of the job.

✗ He struggles to keep up with the demands of the job due to his limited understanding of its complexities.

✗ He has not demonstrated the necessary proficiency in his job duties, despite repeated attempts to improve his performance.

✗ He has not shown any significant improvement in his job knowledge since his hire date.

✗ He frequently requires assistance from colleagues to complete tasks that should be within his job knowledge.

✗ He appears to have a limited understanding of the company’s policies and procedures.

✗ He has not demonstrated the ability to apply his job knowledge to real-world situations.

✗ He lacks the necessary training and experience to perform his job duties effectively.

✗ He has not demonstrated an understanding of the importance of his job duties to the success of the company.

✗ He consistently fails to meet the expectations set for his job performance.

✗ He struggles to keep up with changes in the industry due to his limited job knowledge.

✗ He has not shown any initiative to improve his job knowledge or seek additional training.

Part 17 Judgment

✓ He knows how to apply appropriate knowledge and find information sources to make sound decisions.

✓ He is a fact-based decision maker.

✓ He maintains an objective judgment when determining immediate actions.

✓ He comes to reasonable conclusions based on the information presented to him.

✓ He effectively prioritizes urgent matters over those that can wait.

✓ He evaluates complex situations objectively and thoroughly.

✓ He bases conclusions firmly on factual evidence and logical reasoning.

✓ He makes well-informed decisions even under pressure.

✓ He seeks input from appropriate sources to enhance decision quality.

✓ He prioritizes decisions effectively based on potential impact.

✓ He recognizes when to escalate issues for additional guidance.

✓ He considers unintended consequences before committing to solutions.

✓ He draws logical connections between information to reach valid judgments.

✓ He makes well-calibrated risk assessments based on past experiences.

✓ He demonstrates sound situational awareness in all decisions.

✓ He selects optimal solutions through rigorous comparison of options.

✓ He makes timely decisions to avoid unnecessary delays.

✓ He re-evaluates conclusions as new relevant data emerges.

✓ He considers the bigger picture and longer-term implications.

✓ He selects solutions ensuring compliance with all policies and regulations.

✓ He exercises good judgment consistently in all circumstances.

✓ He maintains composure and clarity of thought in high-pressure situations.

✓ He bases choices on facts rather than assumptions or preconceptions.

✓He makes well-reasoned decisions that others can understand and support.

✓He selects optimal paths responsibly in ambiguous or complex situations.

See also: Performance Review Phrases for Judgment

✗ He fails to make sound judgments.

✗ He approaches decisions with a one-track mindset.

✗ He commonly fails to consider all the facts before making a decision.

✗ He jumps to conclusions without thorough evaluation.

✗ He bases judgments more on assumptions than objective evidence.

✗ He neglects to factor in important considerations.

✗ He struggles to make well-reasoned decisions under pressure.

✗ He does not seek appropriate counsel to enhance decision quality.

✗ He lacks clarity on prioritizing decisions by level of impact.

✗ He fails to recognize when escalation is warranted.

✗ He overlooks potential unintended consequences of choices.

✗ He jumps to incorrect logical connections in analysis.

✗ He allows bias or preconceptions to sway objective weighing.

✗ He delays decisions unnecessarily on some occasions.

✗ He fails to re-examine judgments in light of new information.

✗ He focuses narrowly on immediate rather than longer-term impacts.

✗ He demonstrates inconsistent judgment in different circumstances.

✗ He bases choices on preconceptions rather than objective facts.

✗ He struggles to explain rationale clearly for some choices.

✗ He selects suboptimal paths in complex scenarios too often.

✗ He lacks prudence and care in judgment expected for the role.

Part 18 Listening Skills

✓ He encourages others to voice their own opinions.

✓ He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions.

✓ He is an active and focused listener.

✓ He makes sure the team feels heard.

✓ He asks insightful questions to understand the root cause of an issue.

✓ He empathizes with others who have opposing viewpoints.

✓ He follows instructions with care and attention.

✓ He encourages feedback from his customers. He listens to customers and works to resolve any problems.

✓ He gives his full attention without distraction when others speak.

✓ He comprehends the complete message and underlying feelings.

✓ He seeks clarification respectfully when unsure of meanings.

✓ He maintains eye contact and engaged body language.

✓ He asks thoughtful follow up questions to probe further.

✓ He creates a comfortable space for open sharing of views.

✓ He listens receptively to opposing perspectives.

✓ He ensures all voices have a chance to contribute.

✓ He summarizes discussions accurately to confirm consensus.

✓ He acknowledges different communication styles respectfully.

✓ He tunes into nonverbal cues as well as words.

✓ He listens for needs beneath surface level complaints.

✓ He pays close attention to instructions the first time.

✓ He makes others feel heard through active listening.

✓ He hears all sides before rendering judgments.

✓ He listens supportively without judgment or preconceptions.

✓ He understands nuances to grasp intent fully.

✓ He listens willingly to diverse perspectives.

See also: Performance Review Phrases for Listening Skills

✗ He does not pay attention when others are talking and frequently asks silly questions.

✗ He is easily distracted when listening to others.

✗ He interrupts others while they are speaking.

✗ He loses his temper easily when others give criticism.

✗ He interrupts others and changes their topics if he does not like them.

✗ He asks questions that show he is not actively listening to the conversation at hand.

✗ He struggles to maintain eye contact and engaged posture.

✗ He interrupts or finishes others’ statements prematurely.

✗ He fails to reflect back key details accurately.

✗ He does not create an open space for sharing diverse views.

✗ He rejects opposing perspectives without consideration.

✗ He does not invite contributions from all parties.

✗ He misstates or omits points in discussion summaries.

✗ He struggles to understand different communication styles.

✗ He does not make others feel heard.

✗ He forms judgments before considering all perspectives.

✗ He listens critically with an agenda to dispute.

✗ He becomes distracted or inattentive during conversations.

✗ He shows impatience and fails to understand other perspectives.

✗ He loses focus easily and misses important points discussed.

Part 19 Leadership and Mentoring

✓ He distributes resources in an appropriate manner depending on the priority of assignments.

✓ He establishes a corporate culture of reliability and caring.

✓ He is ready to share information and knowledge for the common development of all staff.

✓ He is very helpful when mentoring entry-level staff getting used to their jobs.

✓ He creates a culture of dialogue.

✓ He recognizes staff for a job well done.

✓ He allocates tasks appropriately based on the prior assignments.

✓ He understands people and the different ways to motivate them to get the job done.

✓ He provides constant coaching and guidance to employees.

✓ He cultivates an atmosphere of teamwork and cooperation.

✓ He leads by example with integrity and strong work ethic.

✓ He empowers staff to take initiative within clear guidelines.

✓ He encourages open communication up and down the chain.

✓ He provides regular constructive feedback and coaching.

✓ He celebrates both individual and team achievements.

✓ He makes himself available as needed for guidance.

✓ He helps staff set and pursue career development goals.

✓ He delegates appropriately based on competencies.

✓ He gives credit to staff for accomplishments.

✓ He removes obstacles to allow staff to excel.

✓ He provides stretch assignments for growth opportunities.

✓ He leads with a vision that inspires commitment.

✓ He empowers staff to find innovative solutions.

✓ He cultivates an inclusive environment of respect.

See also: 169 Performance Review Feedback Phrases for Planning, Leadership, Management Style

✗ He confuses the employees through different directions and guidance.

✗ He rarely shows appreciation for good performance.

✗ He fails to explain procedures to his subordinates clearly. He lacks the qualifications to be an effective mentor.

✗ He gets frustrated easily with new team members and fails to offer any support.

✗ He is often impatient and unhelpful.

✗ He sends mixed signals to his team regarding goals and day-to-day activities.

✗ He rarely shows any recognition to his team.

✗ He sets unreasonably high expectations for his team.

✗ He provides inconsistent direction without clarity.

✗ He does not recognize contributions publicly.

✗ He lacks patience when explaining procedures.

✗ He appears unsupportive of new staff questions.

✗ He shows irritation easily instead of calm guidance.

✗ He sends conflicting cues about priorities.

✗ He sets unrealistic targets without resources.

✗ He does not cultivate an atmosphere of trust.

✗ He delegates poorly without clarity on expectations.

✗ He does not connect staff to learning opportunities.

✗ He lacks vision and fails to inspire commitment.

✗ He plays favorites within the team.

✗ He shows lack of interest in staff development.

✗ He fails to build an inclusive work culture.

✗ He lacks integrity and consistency in leadership.

✗ He is unavailable and unapproachable as needed.

Part 20 Management Style and Supervision

✓ He is very good at managing his team to perform their tasks excellently.

✓ He is a good manager and he leads his team to perform their assignments well.

✓ He designs action plans and deadlines needed for each subordinate to accomplish their tasks.

✓ He is very professional with his employees.

✓ He has received good feedback from both his team and his managers.

✓ He is very adept at managing difficult employees and turning their energies towards higher performances.

✓ He is an excellent manager and he knows how to lead his staff to satisfy his expectations.

✓ He works as an advisor, friend, and boss for his team. He plays these three roles well to manage his team.

✓ His team performs well and all speak highly of him.

✓ He delegates tasks effectively to his team based on their skills and expertise.

✓ He holds regular meetings with his team to review progress, address issues and plan future work.

✓ He provides clear guidance and feedback to help his team improve their performance.

✓ He empowers his team members to take initiatives and make decisions within their scope of work.

✓ He leads by example and earns respect from his team through his dedication and work ethics.

✓ He addresses concerns and conflicts among team members promptly and fairly.

✓ He recognizes and rewards team achievements to boost team morale.

✓ He conducts regular performance reviews and provides training to develop the skills of team members.

✓ He fosters an environment of open communication, collaboration and trust within the team.

✓ He sets clear expectations and holds team members accountable for delivering results.

✓ He understands the strengths and weaknesses of each team member and assigns work accordingly.

✓ He encourages innovation and supports new ideas from team members.

✓ He maintains a healthy work-life balance for the team and addresses overtime requests reasonably.

✓ He resolves conflicts constructively and ensures a harmonious working environment.

✓ He communicates regularly with senior management about team performance and resource needs.

✓ He protects the team from undue interference and supports them in their work.

✓ He treats all team members with respect and fairness regardless of their seniority or position.

✓ He acknowledges contributions from all team members to foster a collaborative culture.

✓ He maintains an open-door policy and is approachable to address any concerns from team members.

✓ He promotes team bonding through various informal engagements and celebrates team achievements.

✓ He mentors high-potential team members to take on greater responsibilities.

✓ He establishes and maintains high standards of excellence and professionalism among the team.

✗ Despite being a good supervisor, he does not know how to lead his staff to achieve a perfect performance.

✗ He fails to resolve conflict among subordinates.

✗ He fails to resolve problems until they becomes conflicts.

✗ He fails to meet schedules.

✗ He does not cope very well with managing employees.

✗ He does not understand how to set team goals and manage his team to achieve them. He does not focus on the goals necessary to move his team forward.

✗ He is a decent manager, but falls short when it comes to setting a vision.

✗ He does not delegate work effectively or provide sufficient guidance to team members.

✗ He fails to provide timely feedback for improvement.

✗ He does not communicate expectations clearly and holds team members accountable inconsistently.

✗ He plays favorites and does not treat all team members fairly and with equal respect.

✗ He is unable to resolve conflicts constructively and allows them to escalate negatively.

✗ He does not acknowledge efforts and contributions of team members adequately.

✗ He is not approachable to address concerns from team members and appears disconnected.

✗ He fails to foster collaboration and trust among team members through open communication.

✗ He does not encourage new ideas or initiatives from team members and resists change.

✗ He is unable to understand the strengths and weaknesses of individual team members.

✗ He does not mentor or develop the skills of team members for career progression.

✗ He lacks empathy and fails to support team members during personal or professional difficulties.

✗ He is unable to lead and motivate the team during challenging periods and crisis situations.

✗ He does not recognize or reward achievements and accomplishments of team members.

✗ He fails to establish and uphold standards of excellence expected of the team.

✗ He is unable to prioritize and organize work effectively for timely completion.

✗ He lacks vision and does not inspire or guide the team towards goals.

✗ He lacks commitment and does not lead by positive personal example.

✗ He does not foster team bonding or celebrate accomplishments to boost morale.

✗ He appears disinterested and disengaged from understanding team issues and priorities.

Part 21 Organizing and Planning

✓ He demonstrates good organizational and planning skills.

✓ He adheres to deadlines and meets production benchmarks.

✓ He prioritizes tasks effectively based on importance and urgency.

✓ He allocates sufficient time and resources to complete projects according to deadlines.

✓ He schedules work systematically and maintains detailed work plans.

✓ He anticipates risks and roadblocks in advance to plan contingencies.

✓ He delegates tasks based on skills and workload of team members.

✓ He monitors progress regularly and makes adjustments to plans proactively.

✓ He maintains organized documentation, records and reports on ongoing work.

✓ He schedules important meetings to ensure timely coordination and progress.

✓ He plans budgets effectively and completes projects within allocated cost estimates.

✓ He manages time efficiently and completes tasks as scheduled without delays.

✓ He establishes standard operating procedures for efficient task completion.

✓ He plans for potential emergencies and contingencies in advance.

✓ He schedules work in a manner that prioritizes quality over quantity.

✓ He ensures proper coordination between different teams and departments.

✓ He maintains a calendar of important dates and deadlines to track progress.

✓ He schedules work in a manner that balances multiple ongoing projects.

✓ He plans and schedules work to achieve objectives within given timeframes.

✓ He prioritizes new tasks based on strategic organizational goals and objectives.

✓ He schedules tasks for optimum resource utilization and efficiency.

✗ He finds it difficult to plan an action without instruction.

✗ He fails to resolve problems in a timely manner.

✗ He finds it challenging to determine priorities among competing demands on his time.

✗ He has trouble planning his work schedule around deadlines and commitments.

✗ He requires frequent supervision to stay on track and complete tasks.

✗ He gets easily distracted and has difficulties managing interruptions.

✗ He fails to anticipate resource requirements and bottlenecks in advance.

✗ He struggles to adapt plans when priorities change or issues arise.

✗ He finds it hard to delegate tasks and monitor progress independently.

✗ He does not maintain documentation and records work updates properly.

✗ He has difficulties coordinating with others and sharing status updates.

✗ He lacks attention to detail and often misses important steps in planning.

✗ He is unable to estimate time requirements accurately for projects.

✗ He does not consider quality standards while scheduling work.

✗ He fails to identify and mitigate risks proactively in project plans.

✗ He is unable to adapt to changes in priorities or scope without issues.

✗ He struggles to think ahead and anticipate future planning requirements.

✗ He is unable to allocate budgets effectively for projects and tasks.

✗ He requires reminders to schedule important client or vendor meetings.

Part 22 Teamwork

✓ He shows a high level of team spirit. He readily cooperates with his team members to get the job done.

✓ He respects every team member.

✓ He works well with others.

✓ He always helps out to achieve the goals of the group.

✓ He has a great willingness to help his fellow teammates.

✓ He is a good team member. He is very cooperative and helpful in times of need.

✓ He actively participates in team discussions and shares workload.

✓ He respects different opinions and encourages open dialogue.

✓ He maintains harmonious relationships and resolves conflicts constructively.

✓ He acknowledges contributions of others and praises success of teammates.

✓ He shares knowledge and resources willingly to help teammates succeed.

✓ He maintains transparency and keeps teammates informed of progress and issues.

✓ He respects deadlines of other departments and coordinates effectively.

✓ He respects commitments to teammates and delivers on assigned responsibilities.

✓ He maintains a collaborative approach and shares credit for team achievements.

✓ He seeks feedback to improve and respects feedback from other team members.

✓ He motivates teammates during difficult periods and boosts team morale.

✓ He respects team norms and establishes a cooperative working environment.

✓ He values different skills and backgrounds that teammates bring to projects.

✓ He is flexible and willing to take on additional responsibilities as required.

✓ He respects team boundaries and does not overstep limits of other roles.

✓ He is respectful towards teammates and uses polite, considerate language.

✓ He supports team decisions respectfully.

See also: 150+ Performance Review Phrases for Teamwork, Technical Skills, Time Management

✗ He doesn’t have a good relationship with his team members. He sometimes refuses to accept their opinion.

✗ He is not consistent in supporting his teammates.

✗ He does not understand how to share tasks with others.

✗ He is more suitable to an individual-focused environment than a group-work environment.

✗ He does not know how to cooperate with his colleagues in his team to achieve targets.

✗ He is reluctant to share work and seeks individual recognition over team achievements.

✗ He argues with teammates and does not respect different opinions and views.

✗ He fails to keep teammates informed of progress and roadblocks in a timely manner.

✗ He takes credit for team successes but blames others for failures or mistakes.

✗ He lacks flexibility and is unwilling to help teammates facing workload issues.

✗ He plays politics within the team and fails to establish trust and cooperation.

✗ He does not respect team norms and creates disruptions through unprofessional conduct.

✗ He fails to value different skills and backgrounds of teammates.

✗ He does not acknowledge efforts of others and is reluctant to praise teammates.

✗ He argues with feedback and disrespects suggestions from other team members.

✗ He discusses team matters outside inappropriately and damages confidentiality.

✗ He lacks commitment to team goals and allows personal needs to hamper collaboration.

✗ He is inflexible and unwilling to take on additional responsibilities as required.

✗ He fails to establish rapport with teammates and comes across as arrogant.

✗ He lacks initiative in resolving conflicts constructively and damages team harmony.

Part 23 Technical Skills

✓ He is an excellent employee and he understands our systems and processes thoroughly.

✓ He knows the technical essence of his assignments thoroughly.

✓ He is good at solving complicated issues in his job.

✓ He one of the most technical employees we have.

✓ He is able to grasp complex technical concepts. He explains them in easy to understand ways.

✓ We rely on him when we need to implement new technology.

✓ He is quick to learn new skills and adapt to changes in technology.

✓ He takes initiative to stay updated with industry best practices and trends.

✓ He applies technical knowledge proficiently to complete tasks efficiently.

✓ He troubleshoots complex issues independently and finds optimal solutions.

✓ He transfers technical knowledge by training and guiding teammates effectively.

✓ He identifies areas for self-improvement and enhances skills continuously.

✓ He understands how to configure systems for optimal performance.

✓ He tests solutions thoroughly to avoid defects and ensure quality.

✓ He proposes process improvements leveraging new technologies.

✓ He understands business requirements to implement appropriate solutions.

✓ He uses analytical skills to inspect solutions and optimize performance.

✓ He ensures compliance of solutions with industry standards and regulations.

✓ He mentors and transfers knowledge to less experienced team members.

✓ He takes measured risks to innovate and implement new techniques.

✗ He has good knowledge of business, but he fails to properly communicate with other technical members of his team.

✗ He should attend more training sessions and he should study harder to improve his technical knowledge.

✗ He seems to find it hard when learning new technology.

✗ He is unable to get along with our technology even though our systems have been used for a long time and well documented.

✗ He needs to improve his technical understanding of his job.

✗ He struggles to learn and adapt to changes in tools and platforms quickly.

✗ He relies heavily on others for support and does not troubleshoot issues independently.

✗ He lacks analytical skills to inspect root causes and propose optimal solutions.

✗ He fails to identify gaps in skills and requirements for self-development.

✗ He does not follow standards and best practices, impacting quality and performance.

✗ He fails to document processes, code or designs properly for future reference.

✗ He does not leverage new techniques or tools to automate and streamline work.

✗ He fails to mentor or share technical knowledge with teammates effectively.

✗ He lacks attention to detail and misses important configuration settings.

✗ He fails to comply with industry standards and regulatory guidelines.

Part 24 Time Management

✓ He performs his tasks with heart and always accomplishes them in due time.

✓ He shows his ability to manage various tasks and accomplish them on time.

✓ He uses his time effectively to perform the big and small duties which must be done every week.

✓ He divides his time logically to achieve his goals.

✓ He sets clear priorities and objectives to stay focused on important tasks.

✓ He is able to prioritize tasks and complete them efficiently within the given timeframe.

✓ He prepares detailed schedules and estimates task durations accurately.

✓ He avoids time-wasting distractions to maximize productivity.

✓ He allocates sufficient buffer time for contingencies and reworks.

✓ He multi-tasks effectively without compromising on quality of work.

✓ He re-evaluates schedules periodically and readjusts timelines proactively.

✓ He delegates appropriately to distribute work for optimal utilization.

✓ He monitors progress against schedules and deadlines regularly.

✓ He always completes his tasks on time and manages his time effectively.

✓ He respects time of others and delivers on commitments as promised.

✓ He shares status and challenges to timelines transparently.

✓ He is able to manage his time effectively, even when faced with unexpected challenges.

✓ He is highly organized and manages his time effectively to meet all deadlines.

✗ He does not know how to manage his time and he cannot satisfy deadlines of projects again and again.

✗ He should learn how to manage his time in a more effective way.

✗ He should make a work plan for each week. He spends too much time performing his assignments without a proper plan.

✗ He cannot complete his tasks because he manages his time ineffectively.

✗ He takes too much time to perform his tasks. We advise him to make concrete plan for every week.

✗ He fails to prioritize tasks and loses focus on critical assignments.

✗ He underestimates task durations.

✗ He procrastinates and delays tasks until the last minute.

✗ He gets easily distracted by social media or non-work related activities.

✗ He lacks planning and scheduling skills to manage work effectively.

✗ He fails to delegate tasks effectively.

✗ He does not communicate proactively on delays or missed deadlines.

✗ He does not set clear objectives or priorities for his work.

✗ He fails to estimate realistic timelines for tasks and projects.

✗ He does not monitor progress against schedules and deadlines regularly.

✗ He does not respect time of others and misses commitments frequently.

✗ He does not take ownership of his work and blames external factors for delays.

Part 25 Training Ability

✓ He does not mind taking part in on the job training. He is a valued team member with his enthusiasm.

✓ He encourages all the team members to join in the necessary training sessions.

✓ He is able to learn concepts quickly and adopt them into his performance.

✓ He always finds opportunities to take part in specialized training sessions.

✓ He effectively applies learned skills to his job and improves performance.

✓ He participates actively in training sessions and contributes to discussions.

✓ He identifies gaps in skills and requirements for self-development.

✓ He leverages technology and e-learning to enhance knowledge.

✓ He mentors and trains less experienced team members effectively.

✓ He encourages and motivates others to participate in training opportunities.

✓ He takes initiative to identify training needs and propose solutions.

✓ He applies learned skills to improve processes and productivity.

✓ He shares best practices and lessons learned with others.

✓ He applies feedback from training evaluations to improve future performance.

✓ He takes ownership of his learning and development to enhance skills.

✓ He participates in cross-functional training sessions to broaden knowledge.

✓ He maintains updated documentation of training sessions for reference.

✓ He applies learned skills to improve customer satisfaction and quality of work.

✓ He collaborates with others to apply training concepts to real-world scenarios.

✓ He seeks opportunities to attend external training sessions to enhance knowledge.

See also: 100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

✗ He should take part in more training opportunities and concentrate on them.

✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting.

✗ He does not know how to apply the knowledge learned in training sessions into his performance.

✗ He shows lack of interest in attending training sessions.

✗ He does not apply learnings from training to improve performance on the job.

✗ He does not seek feedback to enhance skills post training.

✗ He relies solely on on-the-job learning and refuses external training.

✗ He does not share knowledge or mentor less experienced team members.

✗ He lacks openness to new ideas and applies training learnings partially.

✗ He lacks motivation and ownership towards self-development.

✗ He does not apply feedback from training to enhance future performance.

✗ He lacks open communication on training needs and development areas.

✗ He shows resistance to change and fails to unlearn old practices.

Part 26 Attitude

✓ He builds an atmosphere of trust within his team.

✓ His cheerful attitude makes others feel good when he’s around.

✓ He has never complained about his job or his colleagues.

✓ He usually focuses his attention on the positives when dealing with problems.

✓ He is always enthusiastic and helps motivate team other members.

✓ He finds opportunities to praise others for their efforts and accomplishments.

✓ He maintains a positive outlook even during stressful times.

✓ His energy and optimism are contagious.

✓ He makes others feel valued and respected.

✓ He looks for solutions rather than dwelling on problems.

✓ His smile and friendly manner create a pleasant work environment.

✓ He finds the good in every situation.

✓ His positivity raises the morale of those around him.

✓ He makes others feel heard and encourages open communication.

✓ His optimism is contagious and lifts the spirits of colleagues.

✓ He looks for the lessons in failures and mistakes.

✓ His encouragement and support motivate others to do their best.

✓ He brings a sense of fun to work.

✓ He finds ways to acknowledge others for their efforts on a regular basis.

✓ His friendly demeanor puts others at ease.

✓ He expresses appreciation for his colleagues and their contributions.

✓ His enthusiasm is contagious and makes others want to work hard.

✓ He focuses on shared goals and teamwork rather than individual accomplishments.

✓ His positivity makes him a pleasure to work with.

✓ He finds ways to learn from both successes and failures.

✓ His can-do attitude boosts productivity.

✓ He makes others feel that their contributions are valued.

✓ His upbeat manner keeps the team working together harmoniously.

✗ His choice of language can be inappropriate. His level of voice is also inappropriate at times.

✗ He has a tendency to trigger problems between his coworkers.

✗ He has an overly sensitive and pessimistic personality. He is easily upset by problems or difficult situations. He should try to think more positively, focus on the good and avoid being overly concerned with his perceived negatives.

✗ He talks negatively about other team members.

✗ He needs to focus on the positive aspects of his job and his team.

✗ His complaints undermine team morale.

✗ He dwells excessively on problems rather than seeking solutions.

✗ He contributes to tension and friction within the team.

✗ He often has troubles with his coworkers when they work together. He is easily angered and argumentative with his colleagues.

✗ His pessimism saps the energy of colleagues.

✗ He finds fault easily and fails to acknowledge others’ efforts.

✗ He takes criticism too personally and becomes defensive.

✗ He blames others and refuses to accept responsibility for his own mistakes.

✗ He lacks tact and consideration in his interactions with colleagues.

✗ He needs to control his temper and attitude. He needs to learn not to react too strongly towards negative situations.

✗ He fails to acknowledge colleagues’ good work.

✗ His irritability negatively impacts morale and team cohesion.

✗ His criticism of colleagues breeds resentment and mistrust.

✗ He sees setbacks as personal failures rather than learning opportunities.

✗ His complaints and criticisms distract from productive discussions.

✗ He contributes more problems than solutions.

✗ He lacks emotional control and self-awareness in interactions.

✗ He focuses excessively on minor issues rather than larger goals.

Part 27 Critical Thinking

✓ He uses sharp ideas and critical thinking ability to solve issues quickly.

✓ He has strong reasoning and critical-thinking skills that help him handle problems well.

✓ He is careful and always thoroughly considers everything before submitting any idea.

✓ He establishes workable, prioritized, and highly effective problem-solving plans for each problem.

✓ He considers issues from multiple perspectives before arriving at well-reasoned conclusions.

✓ He supports decisions with clear, logically sound rationales.

✓ He recognizes when more information is needed to make an informed judgment.

✓ He breaks down complex problems into manageable components.

✓ He approaches issues with an open and inquiring mindset.

✓ He thinks outside the box to identify innovative solutions.

✓ He backs up opinions with clear and coherent reasoning.

✓ He considers all viable options before deciding on a course of action.

✓ He draws well-reasoned and logical conclusions based on the evidence and facts available to him.

✓ He identifies root causes rather than fixating on symptoms.

✓ He is thoughtful and deliberate in considering the potential implications and consequences of his decisions.

✓ He applies logic and reason even in ambiguous situations.

✓ He is skilled at drawing lessons from past situations and considering relevant precedents in his decision-making.

✓ He identifies assumptions and checks beliefs against facts.

✓ He evaluates strengths and weaknesses of different views objectively.

✓ He thinks analytically and solves problems in a structured, systematic way.

✓ He provides clear and logical rationales to support his recommendations and proposals.

✓ He is pragmatic and realistic in considering the practicality and feasibility of proposed solutions.

✗ He never considers potential changes in circumstances when making decisions.

✗ He rarely thoroughly thinks decisions through.

✗ He employs problem-solving techniques that end up generating even more problems.

✗ He decides on the solution before properly analyzing it.

✗ He jumps to conclusions without considering all relevant factors.

✗ He fails to recognize assumptions and check beliefs against facts.

✗ He neglects to think through long-term implications of actions.

✗ He focuses on symptoms rather than identifying root causes.

✗ His lack of rigor in analyzing issues from all angles leaves him vulnerable to overlooking important perspectives and potential solutions.

✗ He does not adequately consider alternative perspectives.

✗ He arrives at conclusions before gathering all relevant information.

✗ His recommendations ignore practical constraints.

✗ He neglects to learn from precedents and past experiences.

✗ His failure to recognize biases and approach issues objectively is hindering his ability to make informed decisions.

✗ His opinions are not sufficiently backed by logic and evidence.

Part 28 General Phrases

✓ He has remained firmly focused on his team’s goals despite the tremendous pressure recently.

✓ He quickly gets to the heart of the problem identifies the root cause. This allows him to manage multiple projects simultaneously, performing well with each.

✓ He knows how to prioritize short-term and long-term goals.

✓ He is a gem and knows the value of time.

✓ He keeps the faith for the team.

✓ He is a consistent performer, a great task scheduler, and has a no-quitter approach to solving problems.

✓ He is like good software that offers seamless backward compatibility.

✓ His team has performed very well over the past year.

✓ He thinks twice before doing anything that may not be worthwhile.

✓ His team looks up to him as a positive influence.

✓ He never loses sight of his goal.

✓ No technical problem is too difficult to solve for him.

✓ He knows the technology that we employ inside-out, and keeps himself informed about up-to-date changes.

See also: Best Performance Review Examples for 48 Key Skills

✗ His team meetings often overrun the allotted time. He should work to improve his time management skills to ensure meetings begin and end as scheduled.

✗ He is frequently late for work and does not adhere to a proper work schedule.

✗ He needs to work on his ability to accept feedback from coworkers.

✗ He should improve his communication with his management team.

✗ He frequently withholds information from his team.

✗ He has a tendency to make other people feel intimidated when they propose new ideas or ask for assistance.

✗ He should work on approaching his coworkers in a more professional and welcoming manner.

✗ He does not attempt to take creative risks. He creates a stiff environment that is not conducive to innovation.

✗ He does not adhere to the sales script that is proven for success. He attempts to unacceptably modify the script.

✗ He does not work within the company policies that are proven for ultimate success rates.

✗ He does not always ensure his customers are satisfied. He has had complaints filed against him for inappropriate responses to customer feedback.

✗ He frequently misses targets and does not keep up to date with the objectives expected of him.

✗ He does not willingly take on additional responsibility or step forward when new tasks or projects arrive.

✗ He consistently relies on other people.

✗ He should work to improve his interaction with customers and how well he meets their needs.

✗ He rarely shows appreciation to his employees for a job well done.

✗ He should be more open to feedback and apply it to his work to increase his accuracy and productivity.

Related: 26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]

• 200+ Performance Review Phrases for Professionalism, Collaboration, Punctuality
• 300+ Performance Review Phrases for Quality of Work, Adaptability, Communication
• 242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)
• Job Knowledge Performance Review Phrases (Examples)
• 174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)
• How to Give Performance Feedback? Techniques and Examples (Star Feedback)

Course Resources

Assignments.

The assignments in this course are openly licensed, and are available as-is, or can be modified to suit your students’ needs. Selected answer keys are available to faculty who adopt Waymaker, OHM, or Candela courses with paid support from Lumen Learning. This approach helps us protect the academic integrity of these materials by ensuring they are shared only with authorized and institution-affiliated faculty and staff.

If you import this course into your learning management system (Blackboard, Canvas, etc.), the assignments will automatically be loaded into the assignment tool.

Sun City Boards Assignments and Discussions

Half of the written assignments and discussions are based on a case study, whose focus is a fictional high-end surfboard company, Sun City Boards, which is also highlighted in the Why It Matters and Putting it Together in Module 3: Planning and Mission. Many of these assignments take the form of asking students to give Tom, the company’s inexperienced owner, advice about how he can run his business more effectively. The Sun City Boards assignments create a common framework for applying knowledge and skills developed through the course, encouraging students to demonstrate mastery of the content through real-world tasks and work products.

Alternate Assignments and Discussions

The other half of the written assignments and discussions use a variety of approaches, depending on the subject and learning outcome being assessed; many ask students to go beyond course content to form connections between research topics and what they’ve learned in class.

Using Assignments

We recommend assigning one discussion OR one assignment per chapter, rather than all of them. Some instructors prefer to stick with the Sun City Boards theme throughout the course; others like to use some of the alternates along the way. You can view any assignments or discussions below or throughout the course.

You can view them below or throughout the course:

Rubric for Assignments

There is also a sample rubric to assist you in grading. Instructors may modify these guidelines or use their own.

Open Pedagogy Assignments

Open Pedagogy Assignments are assignments in which students use their agency and creativity to create knowledge artifacts that can support their own learning, their classmates’ learning, and the learning of students around the world. (See this  peer-reviewed article  for more details.) All of the assignments can be created with a cell phone camera or any video recording device, Google or Word documents, and your learning management system.

Discussions

The following discussion assignments will also be preloaded (into the discussion-board tool) in your learning management system if you import the course. They can be used as is, modified, or removed. You can view them below or throughout the course.

Rubric for Discussion Posts

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• This discussion invites conversation on race, which might require additional monitoring and involvement from instructors. This blog post from the Choices Program at Brown University contains links to helpful resources to facilitate talking about race in the classroom: "Approaching Race in the Classroom, Actively" ↵
• Assignments. Provided by : Lumen Learning. License : CC BY: Attribution
• Pencil Cup. Authored by : IconfactoryTeam. Provided by : Noun Project. Located at : https://thenounproject.com/term/pencil-cup/628840/ . License : CC BY: Attribution

Performance Management Sample

Performance management is a communication medium in which managers and staff work with each other to schedule monitor and evaluate the work goals and system permits of an individual to the organization. There is far more to performance management than that of the performance review conference. A continual method of planning, coaching, and reviewing employee performance is performance management. The method measures for Performance Improvement. By ensuring your workers achieve their potential, a performance improvement cycle focuses on optimizing your business outcomes. At its finest, it’s a loop of success planning, testing and measuring. You collaborate to set targets for your team. Examine how they can fulfill such objectives. The measures can be subdivided into four broad categories in the performance improvement process: planning, coaching, evaluating and rewarding. Each phase is equally necessary, and together serves as the foundation of the performance management process of an organization. In the planning process, simple and relevant terminology is defined to identify performance goals and progress measurements or indicators. Supervisors need to guarantee that the performance targets are a representative sample of the employee’s full spectrum of duties. S.M.A.R.T. must be the priorities and metrics. Performance management requires coaching personnel to resolve performance-related problems and issues so that the company has a positive contribution. Managers should not micro-manage workers but should concentrate their concentration on the outcomes obtained, individual actions and team dynamics that influence the work climate. In the evaluation process, the performance assessment is a common part of most assessments of results. Employees may measure their production and the method will help recognize differences between the self-perceptions of the employee and the opinions of the manager and promote in-depth analysis of performance concerns. Rewarding and appreciation because people react to recognition enthusiastically, which is one of the key advantages of rewarding efficiency, particularly when it comes to workplace employees. As a consequence, rewarding workers who consistently reach out and execute well will provide a wealth of advantages for your overall business.

Reflective Analysis Sample

/ Theoretical concepts and methods of Performance Management Performance models and theories are empirical mechanisms that typically forecast and analyze success in terms of the classification accuracy of an application running on a specific computer or processor type. There is no single standard of performance management embraced uniformly. Numerous researchers have clarified the theory in their very own ways. In the context of the performance improvement cycle, Mabey recommended the model. This cycle has five components that show how a company can execute a performance management. The components includes: establishment of targets, measuring the results obtaining feedback from performance findings, method of recompense dependent on performance results and changes to priorities and operations Goal Setting Theory The theory of target setting was formulated by Edwin Locke in 1968. This model predicts that an employee’s individual ambitions play a crucial role in inspiring him to achieve superiorly. This is because the workers keep pursuing their interests. If these targets are not accomplished, they either increase their performance or change the objectives to make them more practical. If performance increases, the goals of the performance management system can be accomplished. Setting goals refers to expectations for the eventual success of a person or entity being established for the future. Edwin Locke, the founder of target setting theory, claims that when people or organizations set more daunting goals, they do better. On the other hand, if the reach targets are simple, then a person or organization’s success decreases. After researching the psychology of organizations and companies over the years, this hypothesis by Locke was generated experimentally. It is focused on 400 studies from the laboratory and numerous experimental researches.

Economics Essay Criteria

Expectation Theory The theory of expectation was proposed by Victor Vroom in 1964. This theory is based on the assumptions that on the basis of average fulfillment of important objectives set by them, individuals change their actions in the organization. Individuals change their actions in a way that is most likely to contribute to achieve these objectives. The definition of performance management is based on this principle since performance is thought to be impacted by indicators of future events. An individual’s output should always be consistent with organizational standards concerning the potential achievement of defined objectives. The motivation that influences people to act in a certain way over other types of behavior is their expectations. This expectation relates to the result of the chosen action. Anticipation is measured by the individual’s assumption that the performance of a particular type of behavior will definitely help the individual achieve the desired performance objectives. This property, therefore, enables individuals to assess if they have the requisite skill sets to effectively perform a job. Instrumentality is related to the compensation mechanism for the desired success result.

Therefore after good achievement, people are inspired to perform activities that would offer greater rewards. Valence is the importance of the reward people get for showing desired results.

Current innovations of the Performance Management

To redesign their performance management structures, the top-performing businesses. Organizations abandon the conventional appraisal practice through a preparation, promotion, and incentive system to a nimble system that operates at the present time. Instead of reflecting on the past, these modern frameworks concentrate on evaluating future success or ability. This blog post will explain the new performance improvement technologies and their feasibility. Companies are changing their performance management system into an advanced, more flexible and lean model than their old regime. The old system included a 360-degree performance assessment system wherein ratings were collected for each individual from management and subordinates to generate a year-end ranking. The old practice included long meetings and many staff members. The structures are also based on empirical proof of performance scores.

Companies introduce a new solution in order to produce increasingly reliable reviews of each employee by understanding the shortcomings of previous programs and appraisal bias. Based on evidence carried out by Gallup on the attributes of high-performing teams, they developed their new scheme. The conventional annual output review has also been resisted by other firms. In consideration of continuing feedback, organizations such as Microsoft, Goldman Sachs and Accenture have updated or eliminated their annual analysis. While companies are modernizing their performance management processes, the key concern is in determining if they are successful in evaluation of employees. It appears that it is quite effective to negotiate strategies amongst each subordinate than to write a comprehensive performance evaluation, so it is reasonable that companies are jumping on board of these new developments. Industrial/Organizational Psychology scholars have questioned these latest fads in performance management and called for sound empirical standards to recognize what functions in evaluation.

Potential ethical dilemmas and problems related to performance management

There are various aspects that pop up where the human resource management is faced with ethical dilemmas ad challenges while undertaking its mandate. One of the aspects is the forms of discrimination against employees. This aspect prevents employee care practices based on their ethnicity, gender, religion, impairment, age, etc.; a system of policies and guidelines has been developed. With reference to recruitment, training, growth, assessment, etc., no company can explicitly exercise any discriminatory practices. Where there is a strain on the HR manager to protect the business or an employee at the detriment of someone affiliated to the community that is being biased against a challenging ethical challenge emerges.  

Leadership and Management in Healthcare Assignment

The second aspect is in the performance appraisals. The cornerstone of performance appraisal should be ethical. The highest competent performance evaluation includes an honest performance assessment and measures to be taken to increase employee productivity. HR managers, however often address the issue of allocating elevated incidence to workers who do not deserve them, depending on certain irrelevant considerations, e.g. Emotional connection to management at the top. However, notwithstanding their outstanding performance in terms of factors such as ethnicity, faith such as not being committed to the assessor, some workers are given low-interest rates. The third aspect where ethical dilemmas and challenges come in is in the field of privacy. An employee’s private life that does not concern his professional life should be free of invasive and unjustified behavior. HR executives face three dilemmas. The first dilemma is related to information technology where there is a need for information from an organization about workers while on the job can be at conflict with the confidentiality of the employee. Closing circuit cameras, tapping phones, accessing workers’ data files, etc. threatens employee privacy. The second ethical issue relates to checking for AIDS.   Whether those new hires should be subjected to AIDS testing and what care should be turned out to an employee afflicted by the disease. Whistle Blowing in the third ethical issue. Whistleblowing means the public declaration of any unethical, immoral, or unethical activities concerning their employers by former or current workers.

Evaluating the effectiveness/efficiency of practices performance management

Human resources should concentrate on evaluating employee performance along with performance management, manager-employee relationship productivity, whether performance targets are reached, or employee engagement and enjoyment levels. The HR team may benchmark strategy in order to accurately assess the success of employees. They may take some time to read the current findings into patterns and recommended practice in performance management. Look at several case studies of companies that have progressed in revitalizing their method of performance management.Also, being clear and precise on the performance improvement priorities of the company, exploring different options for key elements such as the importation of future-focused verification by your organization, offering regular feedback and disentangling performance evaluation from developmental performance debates are key aspects of effectively measuring the employee’s performance. Then the performance management team should establish the success measures such as a specific percentage in the increase in organizational/team profitability, increasing in revenue or other steps, such as quality of service and also quality and frequency of performance conversations between workers and managers. The final step is the evaluation of the organization’s performance management system. The performance and Management team will also need a mix of both qualitative and quantitative data to determine how to maximize it.

Research on Epilepsy and designing of innovative EEG model

Case Study: Real-Time Performance Measurement and Feedback 

The Beta Group* is a major non-organization with about 250 employees headquartered in the United States; it offers programs to disabled people. The organization has a good performance-based culture and has been using a conventional approach to performance management for several years. Each worker received a 90-day assessment and a test is an assessment around his or her anniversary date. Employees were graded on a 5-point scale, typically 1 (unconscionable) to 5 (exceptional) on a range of career performance indicators, such as supplying customers with effective products and completing paperwork on time. The assessment method was transparent. In many respects, the legacy strategy was effective. Staff members said they felt that recommendations were honest and that feedback was received regularly. Evaluation types were simple, and evaluations did not benefit from the inflation that afflicted so many numerous organizations; most workers earned a score of 3, poorly performing employees obtained scores below a 3, and extremely performing employees obtained ratings above a 4.

Organizational leaders, amid these strengths, acknowledged that there was space for growth. Managers have failed to finish their analyses of up to 50 percent of employee assessments that have been postponed by 30 days or more. A big component of this discrepancy was that the appraisal forms were hated by supervisors, and they refused to provide negative feedback to workers. Some of the performance standards were vague, and the criteria were difficult for employees to relate to the actions they observed. Since assessments were conducted on paper forms for the nearly 250 workers, the process of obtaining, evaluating, and analyzing data was a Herculean task. There was, finally, some little budget that can provide merit raises, which resulted in it is challenging to make important distinctions between rewarded staff. Long debates were held on the subject of in scores, which worked out to be minor variations, without any connection to incentives, it is irrelevant.

Beta revamped its method to de-emphasize annual assessments after a study of applicable research and new methods and concentrate more on performance development assessment and feedback. A monthly data collection tool was substituted for the annual assessment form. For their direct reports, supervisors were historically expected to complete monthly performance notes, so they were all in the habit of posting results each month. With a simple Excel workbook, the current daily performance notes were automated to allow for easier data collection and analysis. A big achievement was the comprehensive evaluation measurement and reid technique. Supervisors thought the process was smoother, and more accurate and focused input was obtained from workers. During annual reviews, staff enjoyed the professional life discussions. In addition, clearer data to be used in decision-making was obtained by corporate leaders, and over 90 percent of overviews were finished on schedule.

Comparative Study Sample

Stakeholders 

A stakeholder is an entity that has an involvement in a corporation and can either impact the company or be influenced by it. Its owners, personnel, retailers, and consumers are the key stakeholders of a typical company. Internal stakeholders (e.g. personnel, managers, the board of directors, investors) are individuals within a corporation. External stakeholders are organizations that care for or are influenced by their success rather than within an organization itself. Employees have substantial financial and time commitments in the company and play a massive part in the organization’s policy, strategies and activities. They include the 250 employees headquartered in the United States and offer programs to disabled people. They also included the organizational leaders.

HRM problem in the case study

Organizational leaders, amid these strengths, acknowledged that there was space for growth. Managers failed to finish their reports on time, with as many as 50 percent of employee assessments delayed by 30 days or more. A big component of this delay was that the assessment forms were disliked by managers. And they had trouble providing negative feedback to workers. Some of the rating criteria were vague, and the criteria were difficult for managers to relate to the actions they observed. Since appraisals are the method of gathering, analyzing and updating data was a Herculean task for the almost 250 employees on paper forms. Finally, aim of providing merit raises, there was little budget, which made it challenging to manage substantial distinctions in compensation among workers. There have been long discussions about minor rating variations, which have turned out to be minor discrepancies in scores without any connection to incentives, and it was irrelevant.

Theoretical concepts linked to the case study

The case study is linked to the goal-setting theoretical concept. The individual or organization is committed to achieving objectives and does not suffer from any different criteria, then the fulfillment of the purpose is positive. The setting of targets will help to create an action plan intended to direct employers and employees. This, therefore, helps to make it an effect directly of personal literature for personal growth and management.

Results Cycle

Performance management is more than an employee satisfaction survey, the continual cycle of setting targets, evaluating progress, and ensuring continuous performance and progress and also coaching and suggestions to ensure that workers achieve their goals and job objectives. Performance models may provide important information regarding inefficiencies in performance. There are various aspects that pop up where the human resource management is faced with ethical dilemmas ad challenges while undertaking its mandate. Human resources should concentrate on evaluating employee performance along with performance management, manager-employee relationship productivity, whether performance targets are reached, or employee engagement and enjoyment levels. Thus it is important to devote the time and resources required to ensure that your assessment can help you determine the current situation, determine the gap needed to concentrate on enhancing your company’s performance, and establish an appropriate plan to achieve those objectives.

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