✗ He cannot commit his team towards the organization’s goals. ✓ He builds trust and works with integrity. ✓ He instills a sense of confidence in his coworkers and project team by encouraging an atmosphere of openness. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. He never abuses any company benefits for personal purposes. ✓ He always maintains a high level of accuracy in his work. ✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting. ✗ He commonly fails to consider all the facts before making a decision. ✓ He always keeps appointments and returns calls. ✓ He has a creative touch in a sometimes monotonous role within our team. ✓ He gives of himself to make sure the job is well done. ✗ He lets expedience take priority over integrity. He needs to manage this better. ✓ He shows appropriate behavior and gestures, such as nodding or keeping eye contact to indicate attention and agreement. ✓ He consistently generates outstanding solutions to the most demanding problems. He is unable to account for delays such as heavy traffic in his travel time. ✗ He frequently looks for excuses for failure instead of accepting responsibility. ✗ The quality of his products is unreliable. ✗ He is not liked by those colleagues working with him despite the good impression the management team has of him. ✗ He needs set goals that more accurately match his talent level. ✗ He makes too many complaints about the content of the job. ✗ He is more suitable to an individual-focused environment than a group-work environment. ✗ Although he is mostly reliable in following his schedule, there is the occasional issue. ✓ He often thinks that his performance is not as good as everybody says. ✓ He has strong reasoning and critical-thinking skills that help him handle problems well. ✓ He is highly trustworthy. ✗ He doesn’t have a good relationship with his team members. In these situations, an annual performance review … ✓ He one of the most technical employees we have. ✓ He demonstrates flexibility by adapting to changes in priorities and the work environment. ✓ He creates clearly defined goals aligned with the company’s mission. ✗ He becomes uptight when the plan changes. ✗ He fails to resolve problems in a timely manner. ✗ He does not satisfy our expectations because he lacks the necessary job knowledge. ✓ He consistently updates colleagues on what is going on within the company. ✓ He meets customer expectations in a timely manner. ✗ He does not listen to directions and repeatedly asks management to repeat themselves. ✗ Products made by him contain many errors and rarely pass any inspection phase. Since being promoted to supervisor, he has taken a hands off approach to the detriment of her team. ✗ He tries to rationalize his less-than-meritorious behaviors. ✓ Bill is such as cheerful person that everyone feels good with him around. ✓ He has had a difficult situation with the team he manages, yet he has turned them around in excellent fashion. ✗ He understands how to handle difficult employees and manage difficult staff. ✗ He is falling behind coworkers when it comes to producing results. He does everything necessary to retain customers. ✗ The quality of his work is unreliable. ✓ A person with good decision-making skills should be making sound fact based judgements. ✓ He designs action plans and deadlines needed for each subordinate to accomplish their tasks. ✓ He has an extensive peer network to access the required skills when necessary. So, for example, if I'm an employee and never get a review or any negative feedback, the assumption I have to make is that I'm doing a good job." ✗ He is unwilling to train and learn new skills. Review as a Coaching Opportunity: “I have a rather different take on performance reviews in that I recommend focusing on positive behaviors and promoting positive outcomes. ✓ He always ensures that his employees adhere to their lunch schedules and breaks. ✓ He accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically. ✗ He does not share key information with colleagues because he fears he will be marginalized. ✗ He has difficulties in understanding the strategy of the company or narrating a conceptual ideal to managers. ✓ He is empathetic to the needs of others. ✗ He doesn’t always communicate the right information to his staff to ensure they are successful with their tasks. ✓ He is in a difficult situation: he inherited a team that frankly was a mess. ✓ He adapts his communication methods to respond to different audiences. ✓ He displays exemplary behavior in every aspect of his work. ✗ He makes big decisions without the approval of all respective parties. ✓ He promptly tackles changes while completing his assignments. ✓ He manages his team well and elicits good performances from them. ✗ He is known to be hot-tempered with his colleagues. ✓ Able to work out multiple alternative solutions and determine the most suitable choice. ✗ The products produced by him have an unacceptably high defect level. ✓ He recognizes staff for a job well done. ✓ He allows just enough differences to find the best outcome. ✓ He approaches all problems with confidence and the expectation that he will generate solid and innovative solutions. Positive phrases for performance reviews ✓ He is very good at managing his team to perform their tasks excellently. ✗ He sometimes treats his clients in an over-familiar manner. ✓ He gives frequent feedback to his staff members. ✗ He relies on his knowledge and skills to perform without asking colleagues for help and advice. He does not always relate well to his employees and this shows in the group’s work effort. ✗ He is continually searching for ways to improve. ✓ He builds good relationships through open and friendly communication. ✓ He takes the available opportunities to increase his knowledge of relevant job skills. This may result in team members getting an impression that all performance reviews are generic and the same things are said to pretty much everyone. ✓ He is an accomplished technician who understands our systems and processes. His people-management is respected by the working community. ✗ He is unwilling to assume responsibilities outside of his job description. His negotiation skills have had a positive impact on his career development. ✗ Although his results are good, he could work on improving his general attitude or enthusiasm. ✗ He is unable to find out a solution when facing a complicated situation. ✗ He is frequently late for work and dresses improperly. ✗ He must improve his foreign language skills to stay competitive in this industry. ✓ He discourages gossip or other negative discourse at the workplace. ✓ He responds to any issue very quickly. ✗ He needs to work on being able to think outside of the box. ✗ He appears uninterested in helping customers with their challenges. ✓ He doesn’t care who receives the credit. ✗ He does not know how to apply the knowledge learned in training sessions into his performance. ✓ He keeps his word under all circumstances. ✓ He provides accurate and timely information, both written and orally. ✓ He does not need guidance. Download. ✓ He has an imaginative personality and is very resourceful in times of need. ✓ He never skips any detail of his assignments. ✓ He can remain calm and cool-headed when dealing with problems. ✗ He appears to be a rigid manager, but if he thought in a more flexible way, it would do him well. Good Review. He holds his staff accountable for their responsibilities. ✗ He takes excessive breaks and is reluctant to perform his duties. A retail employee performance review is done to assess the performance of the employees of a retail store. Collaboration and Cooperation Part 1 Commitment and Professionalism Part 2 Attendance and Punctuality Part 3 Productivity and Quality of Work 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 … ✓ He leads his team to be the best team despite the difficulties that go with it. Introduced innovative tactics for sales promotion resulting in X% reduction in advertising cost, Increased number of MQLs per week by X% during (period), Always takes care to improve core Marketing competencies by leveraging HubSpot, Simplilearn, etc, Despite facing backlash for decrease in MQLs provided in (period), continued efforts to improve website with higher intensity, Created with ♥️ by Amoeboids Technologies Pvt Ltd, Agile Performance Management add-on for Jira, Blog | OKR, Agile Performance Management & Employee Engagement, Perfy – AI Powered Robot to enhance employee productivity, Achieved phenomenal growth with number of visitors on website in a short duration, Established key marketing metrics to effectively measure the efforts of content published on website, Exceeded original target of X number of visitors by Y% increasing quality and quantity of content on website, Effectively measured the impact of X on branding of company, Is highly responsible and makes sure completes (list of tasks), X has a go-getter attitude making him/her highly valuable for the entire team, Is able to conjure imaginative solutions to challenges faced by team, Level headed thinking helps ‘X’ take faster and better decisions, Is highly dependable and delivers close to 100% on every responsibility that he/she undertakes, Rarely waits for others to tell him/her what needs to be done to achieve end results, X is always able to connect the dots and see the bigger picture before undertaking any initiative, Able to deal with stressful situations and handle each task as decided, Has developed a team-oriented approach among all the employees, Highly capable at identifying and rewarding exemplary performance by teammates/subordinates, X conducts careful research and is well prepared before meetings, Maintains effective communication with clients/customers/teammates when they face technical problems, X has his/her sights on a clear vision and takes steps accordingly to reach there, Always one step ahead of the game when it comes to technical expertise, Lacks understanding of buyer persona which leads to incorrect messaging for target audience, Falls behind schedule to achieve targets of providing quality leads to Sales, Takes decisions without analyzing historical data which leads to poor campaign management, Lacks patience, abandons initiatives midway when results do not show (such as weekly newsletter), Reluctance to upskill and gain marketing expertise has led to performance stagnation, Lack of commitment often results in (list of tasks) being revised multiple number of times, Needs to improve analytical skills to make sense of data being collected from multiple sources (Analytics, Email campaign, etc. ✗ His leadership instincts cannot be relied on to manage others. He does everything necessary to retain customers. Attitude. ✓ He is a careful person. ✓ He quickly adapts to changes in the performance of his duties. ✓ He is an adept communicator and is one of the best business writers I have had the pleasure of working with. ✓ He is seen by his peers as someone whom they can depend on. ✓ He is not afraid to respond to complex issues and provide recommendations to all levels of management. ✗ He is reluctant to take responsibility for self-development. ✓ He always applies new knowledge to his work and keeps up with changes in his field. His attitude is one which should be emulated. ✓ He completes projects ahead of schedule without compromising quality. ✗ He rarely achieves goals due to his inability to assign the right duties to the right person. ✓ His team has performed very well over the past year. ✗ He must be closely supervised if he is to his work. ✗ He is often lax with regard to ethics in business dealings internationally. ✓ He respects his work timescales fully. ✗ He assigns tasks to his employees without providing any information or feedback to keep them on the track. We are fortunate to him on our team. ✓ He praises the staff who take responsibility for their performances. ✓ He consistently understands the core issues. ✓ He is a gem and knows the value of time. ✓ He meets deadlines without needing to be reminded. Data such as the report type, date and name will be added automatically. He cannot be let out of the sight of his supervisors. ✗ He routinely falls behind in her daily meeting schedule which then impacts the schedules of others. ✗ He is very loyal but he cannot be depended on. If the relevant context is not added, the review would not yield expected results. ✓ He arrives at meetings on time and well prepared. ✓ He doesn’t wait for instructions. ✓ He is ready to make a new and carefully considered decision if the situation has changed and the previous actions have become inappropriate. ✓ His attitude is always appropriate. ✓ He empathizes with others who have opposing viewpoints. ✓ He has created a team that works collaboratively to finish the project much faster. ✗ He doesn’t want to share his knowledge in relation to the job with others. ✗ He does not seem to be an ideas person. He ensures the achievement of the goals as planned. ✓ He takes responsibility for his team’s work and goals. ✓ He is an effective communicator who works very well with his team members. ✗ He fails to create a working environment meeting his subordinates’ expectation. ✓ He maintains a positive outlook and this is appreciated when making decisions in difficult situations. ✗ He too often stifles innovation and creativity. ✗ He does not maintain the training equipment fully between classes. ✓ He displays exceptional performance day after day. ✓ He understands people and the different ways to motivate them to get the job done. ✓ He always analyzes an issue carefully and then looks for different ways to resolve that issue. ✓ He asks pertinent and insightful questions. Whеn reviews only come frоm mаnаgеrѕ, thiѕ effect can grеаtlу inсrеаѕе thе роѕѕibilitу оf biаѕ in performance reviews. ✓ He avoids knee jerk reactions, and collects all relevant facts before making a decision. ✓ He is always stays aware of market changes to be able to react immediately. ✗ He is professional in his work but is unwilling to give advice to others. Examples of Performance Review Phrases. ✓ He is someone we expect a lot out of and he consistently delivers. ✗ He comes up with solutions that are incorrect, insufficient, and invalid. ✓ He took over the worst team of the company, but he managed so well that he has developed every member to be one of the most effective employees in the company. He urges his staff to give him the results he expects. Any factor rated poor or needs improvement MUST have performance comments. ✓ His core strength is his ability to immediately connect with anyone. ✓ He focuses on the basics to bring success to the team. ✓ He keeps to his commitments and works with fellow employees to help them keep to theirs. However, she finished it amazingly with her team performance being the best of all the groups. ✗ He can change his point of view without analyzing or defending it. ✓ He shows that he can develop creative solutions to solve problems. ✓ He adheres to company policy when scheduling time off. ✓ He is very good at encouraging other members to do the job according to their best efforts. ✗ He is not conducive to new ideas and innovations from his team. ✓ He regularly contributes fresh ideas. ✗ He tries to perform several tasks simultaneously to finish work faster instead of setting the right priorities. ✓ He responds promptly to requests for information or assistance. ✗ He needs to set goals that are more challenging. ✓ He is friendly and open-minded so he creates good relationship with other team members. ✓ He effectively communicates personal concerns. ✓ He isn’t concerned about who gets the credit, just that the task gets accomplished. ✓ He adds an artistic flair to everything he produces which makes his projects much more enjoyable than most. ✓ He promotes cooperation well to ensure staff work as a team to meet deadlines. ✓ He is a positive influence on those around him and inspires them to work harder. Performance review examples and phrases need to be written in such a manner that while expressing authority, they do not have a domineering tone and maintain a tone that is both formal and casual. So are the number of appointments he makes, his wallet share for his existing customers, and his pipeline ratios. ✗ He should improve his communication with his management team. ✗ He does not arrive on time in the morning and then leaves at his normally scheduled exit time. ✗ He fails to think out of the box and prefers to do things the way they have always been done. Additionally, company & team values could also be included in the list of competencies by some organisations. This year, he has really shined in this area. He is respectful of the feelings of others. ✗ He sets integrity aside when pursuing his goals. ✗ He demonstrates a low level of knowledge of the required work procedures. He should promote and develop his potential is getting the balance of being pragmatic and creative right. ✗ He is unwilling to work on issues outside of her skill set. ✗ He disregards customer feedback and interacts only when necessary. ✓ He is a well-versed team player. ✓ He is cheerful guy and always people feel delighted to be around him. ✗He does not excel at activities which require a high degree of flexibility. ✓ He is not afraid to say “I don’t know” when faced with a difficult question. ✓ He consistently shares feedback with his staff regarding their progress. ✗ He is a team member with advanced creative thinking. ✓ She has a creative personality which allows her to suggest original ideas. Many companies are beginning to see the merit in losing year-end or annual performance reviews. File Format. ✓ He plans his time off well in advance. ✓ He readily appreciates others’ comments or criticism. ✓ He demonstrates high level of knowledge of internal policies and standards, which is a key requirement for an effective mentor. He constantly reviews solutions to see if they are the most effective way of doing things. He should work on being an active listener. ✗ His productivity is not as good as that of his coworkers. ✗ She is cautious and prefers to avoid confrontation. ✓ He seeks and takes on any new opportunity that might present itself. ✗ He has a tendency to play favorites and not treat all employees fairly. ✓ He provides consistent results that clients or customers can always count on. Performance reviews are meant to be unique and tailored for each individual. ✓ His high standards of ethics are shown through all of his work on a daily basis. ✗ He continually talks negatively about projects or tasks assigned to him. ✓ He establishes a corporate culture of reliability and caring. ✗ He fails to actively resolve the problem of poor performances at work. ✓ He fully satisfies the company’s expectations. ✗ He does not understand how crucial good working relationships with fellow team members are. ✗ He always accepts too many tasks and cannot cope with the huge amount of work in result. ✗ He does not demonstrate sufficient competency in the basic concepts of his role. ✓ He has received good feedback from both his team and his managers. ✓ He demonstrates the professional job-specific skills necessary to provide the appropriate quality of work. The rating scale for Performance Planning and Review is made up of five factors: Poor, Needs Improvement, Meets Requirements, Exceeds Requirements, and Outstanding. ✗ He doesn’t communicate with other employees nor help when asked. For any factor, performance comments should support the rating given. ✓ His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility. ✓ He is adept at maneuvering around any obstacles that are thrown at him. ✓ He is an excellent employee and he understands our systems and processes thoroughly. Download. ✓ He works with customers very well. Performance Appraisal Form Example. ✗ 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 fails to manage his staff to gain effective performance. ✗ His understanding of business is very good, however, his ability to communicate with the technical members of his team is holding him back. ✗ 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. This provides a bad impression for his coworkers and employees. ✓ He is very professional with his employees and manages them well. ✗ He is generally a good member of staff but his attitude sometimes lets him down. He sometimes asks his staff complete unachievable goals. ✓ He knows how to arrange his schedule to complete both the big and small duties each week. ✗ His reliability is in doubt. ✓ He is good at understanding the technical nature of his job. He ensures those goals are all met on time. Performance reviews look at both quantifiable and non-quantifiable items. ✗ He disappoints employees who depend on him. ✓ He actively listens to his team’s feedback and comments. ✗ He does not effectively communicate. ✓ He arrives at work every day fully prepared to tackle his responsibilities. ✗ He finds it difficult to develop breakthrough ideas and submit untested solutions. John needs to learn the appropriate lessons from failure. ✗ He often assigns his members duties without giving them information or feedback. ✓ He acknowledges and recognizes any proposal for change. ✓ He is able to empathize with others and is respectful of opposing viewpoints. He lacks the skills in planning and following up to achieve results. ✓ He knows how to prioritize short-term and long-term goals.

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