â He has a welcoming and friendly character. â He understands his legal responsibility to the company very well. â He needs to work on being able to think outside of the box. â He accomplished all tasks he is assigned in a timely manner. â He doesnât appear to want to learn any new techniques or skills. â He actively seeks new ideas and approaches. He must learn to improve his communications with other employees and management. He must manage his employees to realize that international ethics must be more carefully considered. â He does not understand how to to solve problems with customers and gives up easily. He provides good management of them. â He is very detail minded. His leadership has contributed to very high productivity from this department. â He blames others for problems too often. â He works well with clients. â He meets difficulty when working with a team he is to performing as an individual. â He usually makes mistakes when performing his duties. âHe is effective at goal-setting and challenging himself. â He accentuates the positives in most situations. â He understands his team and how to motivate them to high performance. â He is dependable and turns in good performance each day. â He consistently demonstrates solid performance in all aspects of his work. â He is reluctant to take on new responsibilities. â His message is easily misunderstood by others due to his lack of communication skills. â He tackles all tasks he is assigned enthusiastically and also takes on additional tasks. â He creates more problems than he solves. We advise him to make concrete plan for every week. â He appears to be a rigid manager, but if he thought in a more flexible way, it would do him well. â He promotes a team-centered environment. â He is adept at facing difficult situations. â He needs constant guidance in order to accomplish his assignments. â His team meetings often overrun the allotted time. â He often works in an unprofessional manner. He can be relied upon to get the task accomplished on time. â He always assists coworkers that are having difficulty with their tasks. His commitment to punctuality and attendance has contributed greatly to our teamâs overall success. â He doesnât always communicate the right information to his staff to ensure they are successful with their tasks. In a big company, you can soon find yourself conducting dozens of performance reviews on a regular basis. â He follows instructions with care and attention. â He is a great mentor who is very helpful to new staff. â He tackles the intricacies of the job with ease and flair. â He is brisk with his directions and crude with his feedback. â He one of the most technical employees we have. â He is a responsible staff member. â He asks insightful and probing questions. â He can offer potential solutions to a problem but struggles to identify the best solution. His natural ability to work with people is a great asset to our team. â He is very good at training employees. â He makes people feel at home with him. â He does not provide a team-centered support environment. â He consistently shares feedback with his staff regarding their progress. â He is frequently late for work and dresses improperly. â He does not want to listen to others. â He does not perform very well in creating an honest and open environment for the employees he supervises. â He will shift responsibility onto others for unaccomplished deadlines or goals. â He arrives at work punctually and ready to begin and returns from breaks on time. â He understands how to listen to customers. He holds his staff accountable for their responsibilities. He has a thorough knowledge of the customerâs world and is able to anticipate customerâs requests. â He becomes uptight when the plan changes. Setup reminders if you want your team members to receive automatic reminders when their reports are due. He should apply more technical concepts to satisfy the requirements for his role. â He does not need guidance. â He relies on others in heated situations. â He blames processes and policies for his own shortcomings. â He shows a lack of communication and interaction with her team members. â He can be relied on by his team members and expects the same from them. â He is cheerful guy and always people feel delighted to be around him. â He knows very well how to keep a good relationship and communication with others to finish team work. â He adds an artistic flair to everything he produces which makes his projects much more enjoyable than most. â He provides the information and knowledge beneficial to the general development of the staff. â He is often lax with regard to ethics in business dealings internationally. â He shares his job knowledge well with his peers. â He is willing to work overtime until the project is finished. â He has a nice and gentle demeanor. â He has grown a lot since hiring, but he still has great room for further growth. â He has a difficult situation with the team he manages, yet he has turned them around in excellent fashion. â He can too often fall into the role of ânaysayer.â. â He seems more intent on accomplishing his own tasks rather than assisting others who might need help. â He does not convey a positive image of the company to customers. â Teri can handle the run of the mill customer service situation, but the more complex issues seem to cause her to freeze and not react. â He has a strong sense of integrity that underlies all his dealings with vendors. â He consistently passes challenging issues to others instead of tackling them himself. â He manages his schedule well. â He is always polite and friendly with his customers. â He does not know how to manage his time and he cannot satisfy deadlines of projects again and again. â He demonstrates good organizational and planning skills. â He is not approachable and is tough to work with. â He fails to communicate with his team members in an effective way. â He rarely innovates and when he does, it seems forced. â He spends a lot of time and effort on creating good relationships with her clients, but the working environment leaves much to be desired. â We cannot depend on him. â He will do whatever is necessary to get the job done, even taking on extra tasks that are not his own. â He maintains an objective judgment when determining immediate actions. Holding fewer meetings would be more effective. â He has a tendency to be irked over minor things. â He always goes above and beyond his job requirements to satisfy his customers. This is the fifth in a series of five AMA Playbook blogs that will help you with your performance management by redefining your company’s expectations of its employees as outlined in your annual performance review template. â He does not initiate conflict and actually takes measures to ensure that conflict does not occur. â He has good relationships with his colleagues due to his good communication skills. â He never considers potential changes in circumstances when making decisions. â He leaves peers struggling to understand the status of a project. â He is not good at communicating with others so he often makes them feel uncomfortable. â He maintains a good standard of work aligned with a high level of productivity. â He encourages coworkers to be inventive. â His natural ability to work with people is a great asset to our team. â He ensures that his staff comply with their scheduled breaks and lunchtimes. â He submits all assigned work accurately and on time. â He has a likeable and humorous character that creates a positive atmosphere. â He uses an arsenal of creative strategies to proactively solve a wide range of problems. â He focuses on solutions to problems not the symptoms. â He never skips any detail of his assignments. Achievement. â He pays such strong attention to his own tasks that he does not consider the needs of his teammates. â His work does not comply with the required output standards. â He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions. â He shows awareness of the environment external to the organization and its needs. â He has good attendance and is reliable. He adds an admirable inspiration to the day-to-day tasks he performs. â He does not understand how to deal with a difficult customer. He successfully up-sells to them at the same time. He is always willing to help others when needed. â He usually has insightful viewpoints, so whenever we need a fresh look at a problem, we know we can turn to him. What impressed me was that he did all this as being one of the participants. â His uncanny ability to connect with people is a great personality attribute in his role as a manager. â He conducts himself and the relationships with his coworkers very well. â He always thinks twice before making his decision. â He often tries to offset responsibility onto others. â He was a good at team player when he was just a member of the team, but now that he is in a supervisory role, he has lost many of those teamwork skills. â He varies his problem-solving style to meet the nature and demands of the problem itself. â He asks questions that show he is not actively listening to the conversation at hand. â He does not achieve goals or objectives because he does not focus on his performance. â He demonstrates high level of knowledge of internal policies and standards, which is a key requirement for an effective mentor. â He uses sharp ideas and critical thinking ability to solve issues quickly. â He is indecisive. He is not suitable for teamwork tasks. â He helps coworkers with their tasks even if they are outside his direct responsibility. He should concentrate on the content of training lessons. â He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged. â He is lethargic and lacks the desire or volition to learn new skills or develop his qualifications. John had good rapport with all the course participants and went out of him way to look after the needs of some overseas participants. â He is unable to separate his work and personal life. He easily builds an atmosphere of trust within his team. â He is objective when considering a fact or situation. â He lacks the excellence and skills detailed in his application. â He does not research solutions deeply enough and often just compiles ideas found on websites. â He is responsible and makes sure that all members take part in the requisite training sessions. â His team performs well and all speak highly of him. â He does not work well with others. … He communicates very well through his reports and white papers. â He sometimes treats his clients in an over-familiar manner. â He is more of an emotion-based decision maker. â He is highly spoken of by others due his ability to build good relationships. â Struggles when faced with activities which require a high amount of flexibility. â He is able to summarize and communicate key business decisions effectively. â He is seen by his peers as someone whom they can depend on. â He rarely cooperates with other departments or assists them to complete their tasks. â His results are not as consistent as those of her coworkers. â Whenever we need a fresh look at a problem, we know we can turn to him for a novel perspective. He is very cooperative and helpful in times of need. â He is a skilled negotiator who follows corporate rules and studied techniques. â He has good relationships with all of her peers. He creates a positive working environment. Tim has a unique mind-set that is highly appreciated. He never ignores any detail of his work. Quickest resolution rate enable X to … Participation Sample Phrases To Write A Performance Appraisal Feedback Or Self Evaluation We would like to thank him again for the participation. â He develops actionable goals and plans how to meet them. He needs to improve on his teamwork over the coming months. â He is never willing work overtime even if the jobs requires it. â He is reluctant to find more effective ways to perform job activities. â He makes hasty decisions without first collecting the facts and data needed to make an informed decision. â His attitude is poor in general impacts his work. I will definitely participate again in one of his sessions. He helps to remedy the situation instead. â He recognizes potential in others, and seeks to help them reach that potential. â He needs to be aware of when he should offer assistance to others at work. â He does what it takes to get the job done. â Despite being a team member, he doesn’t complete his allocated tasks. He sometimes refuses to accept their opinion. â He effectively outlines the best case and worst case scenarios to aid decision-making. â He appears to think that the training sessions are not important so he does not concentrate on them. â He has good knowledge of the technology and he knows how to apply it efficiently. â He holds himself accountable for his teamâs performance objectives and goals. â His lack of concentration results in a high level of errors. He can deal with furious customers with a calm and rational attitude. â His communication skills, both verbal and written, are highly effective. â He one of is the top staff members who cooperates well with other teams and divisions. This will cause problems if an unchecked or untested idea is implemented as soon as it is thought of. â He sets goals that sometimes are not achievable. â He is unwilling to accept responsibility for missed goals. â He rarely complies with the applicable hygiene standards. His work results are often poor and must be checked frequently. She should address this immediately to remove the negative impacts on others. â He tries to understand the employeeâs point of view. â He is available to the customer and provides accurate, consistent, and honest information, â He listens to the customer and provides feedback that will benefit the customer in the future. â He will never quit until a project is finished. â He knows how to manage his schedule appropriately to complete his assignments. â He automatically works extra hours if thatâs what it takes to get the job done right. â He is not a technician but some basic technical knowledge is required in his role. By using effective self-performance review phrases, team members and managers can improve the productivity and positivity of reviews. He should promote and develop his potential is getting the balance of being pragmatic and creative right. His employees do not understand what the company is doing. â He is the person least likely to offer assistance when needed. â Doesn’t allow individual emotions or feelings influence decisions. â He is an excellent member of our team. â He always accentuates the positives in any situation. â He provided or exchanged information while keeping others informed through effective communication. â He consistently looks for new ways to help the team. 1. â He effectively communicates personal concerns. â He is always the first to understand new rules, upgraded software and equipment and adjust to the changes. â He fails to manage his staff to gain effective performance. He participates in trainings and other corporate events. He is willing to study the knowledge needed for his job. 2) Prompt and on time for the start of each workday. â He distributes resources in an appropriate manner depending on the priority of assignments. He also takes on additional tasks. â He spends too much time on things such as email and Internet. He ensures the achievement of the goals as planned. â He is not afraid to respond to complex issues and provide recommendations to all levels of management. â He is not afraid to take calculated risks to make things work better. Performance reviews are more than just lists of phrases about an employee. â He consistently engages in meritorious behavior. â He does not understand how to set team goals and manage his team to achieve them. â He is unable to efficiently communicate with his colleagues. His complaints build resentment within his team. â He doesnât accept âweâve always done it this wayâ as a solution. Self-performance reviews are a powerful way to engage employees in their own performance and development. â He needs to work on listening to others. â He had a difficult beginning but he and his team achieved the best performance of all groups in the company. â He recognizes staff for a job well done. â He is reliable and has good attendance. â He is one of the more technical employees we have on staff. â He does not understand how to deal with difficult demands from a client or customer. â He usually voices breakthrough and helpful ideas in meetings â even though he is not one of people you think of as a creative employee. He creates an environment that empowers mutual trust. â He shows faithful commitment to getting the job done. â His goal-setting ability is not good. â He is ready to work extra hours if urgent and essential issues must be solved by the end of the day. Him programs are engaging and allow everyone to participate. â He does not see the workplace as a team environment and prefers to go it alone. His colleagues hesitate to ask him for assistance due to his standoffishness. â He is easily upset when not offered assistance when he feels he needs it. â He makes a special effort to boost employee morale and create a positive work environment. â He proactively shares progress towards goals. â His emotional state is negatively impacted by an inability to take his mind off his work due to being available to clients at any time. â He creates a positive and inclusive work environment. â He maintains high standards of integrity across his department. â He is able to create a sustain a positive and professional relationship with her coworkers, direct reports, and management team. â His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility. â He makes big decisions without the approval of all respective parties. This year, he has really shined in this area. â He should work on approaching his coworkers in a more professional and welcoming manner. â He is unable to persuade people to get the job done. â He always has a positive attitude. â He aligns his goals with those of the company. â He is willing to help his staff find suitable training sessions. He is capable of handling a variety of assignments. â He is not effective at leading her team to high performance. â He takes on new responsibilities with minimal guidance or direction. He is cooperative with others and tries to connect everybody together. â He works as an advisor, friend, and boss for his team. Note: Although these are all 100% usable for an evaluation, we recommend shaping the phrases to be as specific as possible for the employee under review… â He is too focused on finding new ways to accomplish things rather than cooperating with others in a process which is already well tested and defined. He regularly talks to his employees to ensure work is on track. â He always asks for immediate feedback and takes constructive criticism well. â He needs to speak up more when faced with concerns. â His attitude is a valuable facet of his management skills. He recommends the most suitable solution. â He analyzes minor issues and lets larger problems fester and grow. â He is highly reliable. â He is too restrained and does not encourage or compliment his personnel when he should. â His cheerful attitude makes others feel good when heâs around. â He does not exchange class concepts to with colleagues though she still joins the training sessions. â He demands reliability from others, but not from himself. Since being promoted to supervisor, he has taken a hands off approach to the detriment of her team. â He tends to be distant and unapproachable. â He works through conflict for positive solutions and results. â John is very hard-working. â He does not have the aptitude to understand the technical nuances they present even though our systems have been in place for many years and are well documented. â He adapts his communication methods to respond to different audiences. â He is an adept communicator and is one of the best business writers I have had the pleasure of working with. â He makes confident decisions when presented with facts and data. â He does not meet the attendance standards for punctuality. â He is not good enough to be a technician. â He is a team player most of the time, but frequently we have problems with his follow through when other teammates need help. John was very enthusiastic about it and once again inspired me as well as other participants. â He establishes workable, prioritized, and highly effective problem-solving plans for each problem. He was frequently absent when needed. â He acknowledges and recognizes any proposal for change. â He has an extensive peer network to access the required skills when necessary. â He is known to be hot-tempered with his colleagues. â He is poor at managing a high performance team. â He has remained firmly focused on his team’s goals despite the tremendous pressure recently. â His skill set does not meet requirements for the job. He expertly creates rapport with participants and between participants. â He is able to quickly understand peoples personalities and relate to them well. He went above and beyond to provide value to the participants. â He loses his temper easily when others give criticism. He does not mind showing off his positive attitude to the team. â He takes responsibility for his teamâs work and goals. 5) Never been a no call, no show employee. â If he has any doubts about his own company, he recommends a rival company in the interests of his client. â He allocates tasks appropriately based on the prior assignments. He shows willingness to do whatever is necessary to get the task done. â He praises the staff who take responsibility for their performances. â He listens carefully, and sincerely considers the ideas of others. â He thinks outside the box to find the best solutions to a particular problem. Interpersonal Skills. He never complains about innovations introduced at the workplace. â He does not listen to directions and repeatedly asks management to repeat themselves. Standing on his own would be better. â He has proven himself to be an innovator at heart. â He cannot fulfill his duties due to his lack of necessary knowledge of the job. â He is firm, determined and confident. â He consistently displays excessive hesitation when making a decision. By Paul Falcone. â He plays favorites and does not treat each member of the team equally. â He fails to respect the time of others. His attitude to work is not diminished in any situation. â He can deal with customers on the phone very well, but he does not handle face to face customer contact very well. â He does not know how to apply the knowledge learned in training sessions into his performance. He should think beyond the manuals, and troubleshoot technical issues which are not documented. â He is excellent at absorbing the complexities of his job. â He has a soothing personality which reflects a very calm personality. â He is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished. Able to efficiently handle X% more customer request volume as compared to standard expectations. â He is frequently completes any plan or project late. He is late to class frequently and sometimes does not take part at all. Provides strong evidence of achieving x,y or z specific task or accomplishment. â He is unwilling to assume responsibilities outside of his job description. â He decides the most appropriate solution to an issue by considering the pros and cons of it very cautiously. â He plans his time off well in advance. â He does not have ability to do even the easiest tasks and requires close supervision. â He supervises and care about the performance of his subordinates. â He can find a point of connection with just about anyone. â He often neglects unexpected opportunities and loses the chance to improve himself. â He is not as knowledgeable about the job and its requirements as we expected. Feedback from participants in his session has been nothing but positive. He does not stop until he has produced excellent results. His innovative steps resulted in a 25% increase in productivity for the team as a whole. â He consistently makes error-free products. â He meets the letter of the law but frequently fails to respect the spirit as far as our ethics policy is concerned. â He shared the vision of the action plan with employees. He is positive and willing to participate. â He welcomes criticism to help improve his business. â He should continue to work on cultivating good relationships with those around him. â His core strength is his ability to immediately connect with anyone. â He works with customers very well. â He is a gem and knows the value of time. â He does not seem to be an ideas person. â He only concerns himself with the achievement of each individual without considering what team will gain if they work together. â He lets expedience take priority over integrity. â He understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. â He is sensitive and clear when delivering bad news. â He has an overly sensitive and pessimistic personality. â Has taken actions that have caused his employees to question his integrity. â The team he has created is a good example for others to follow. â He rarely thoroughly thinks decisions through. â He is not adept at documenting verbal communication. â He is always responsible for his colleaguesâ performance and effectiveness. â He demonstrates flexibility by adapting to changes in priorities and the work environment. â He is able to listen as effectively as well as talk. â He displays through a supportive and optimistic approach to daily activities within the work environment. â He has been a reliable and valued member of team. â He does not tap into the creative side of his team. â He helps other employees even when not required to. â He implements all contract arrangements and fulfills all obligations to his clients. â He is always stays aware of market changes to be able to react immediately. â He is a highly principled. â He is punctual for work and meetings. â He consistently impresses us with her willingness to do whatever it takes to get the job done. â He understands the customer from their point of view. â One of his core strengths is his ability to immediately connect with someone. â He can be counted on to give 100 percent under all circumstances. â He often does not consider the situations that may occur while during performing his duties. I look forward to being an active participant in this group. â His positive attitude and willingness to share his positive thoughts on any situation is highly appreciated. He solved an on-going problem by looking for a solution from all angles. â He doesnât spend enough time checking his work before handing it over. â His employees consistently complain of unreasonable expectations. â He needs to know when to step back and let the team work. He is skilled in finding the best ways to get a job done. He needs to improve his time keeping. â He is careful and always thoroughly considers everything before he submitting any idea. His manner is effective without being not overbearing. â Many of his coworkers see him as unapproachable. â He does not understand how to share tasks with others. â He has a strong grasp and understanding of his job responsibilities. He believes he is proficient, yet he is lacking in many areas. â He does not usually innovate and when he does, it is reluctantly. â He regularly engages in off-putting conversations and can be territorial at times. He has a strong work ethic. â He shows sound judgement in critical decision making. â He can quickly build a positive relationship with people and understand how to relate to them. â He appears to become frustrated by clients who ask questions. â He always defines a problem clearly and seeks out alternative solutions. â He always accepts too many tasks and cannot cope with the huge amount of work in result. And he mingled with many of the participants after him talk. â He fails to resolve problems in a timely manner. He should consider the impact his attitude is having on others. â 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. â He has a tendency to make other people feel intimidated when they propose new ideas or ask for assistance. â He does not assign his staff effectively. â When we have a task that must be done, we turn to him. â He follows established procedures so strictly that he is resistant to change. He seems to always be in survival mode without focusing on the goals necessary to move his team forward. â He is expert at taking creative ideas and molding them into solutions. â He is always ready to take over new tasks whenever needed. He is always one member the team we go to when we need a lift. â He is frequently late to work in winter because he fails to account for weather and traffic in his daily commute. 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