When giving an employee a performance appraisal (which you should do at least once a year), it needs to include feedback to the employee — and that's not. An employee performance appraisal is a process—often combining both written and oral elements—whereby management evaluates and provides feedback on .
It can be useful to have some starter performance review phrases handy to help you conduct a professional and in-depth review that provides valuable feedback and avoids hurt feelings or defensiveness. Dependent on your performance appraisal method and set of objectives, these phrases could easily help you become comfortable with giving necessary feedback.
Divided into categories depending on what skills or goals you are reviewing, here are 50 of the most valuable phrases that can be customized for your own appraisals. Giving employee performance reviews is never easy, though they are certainly necessary.
They are also convenient for both your staff and supervisors to come together and find common ground. Keep in mind that these phrases are valuable for employees who are exceeding expectations and for those who might be falling short. All employees should be given goals to work towards during performance reviews.
You must also realize that all employees have room for improvement. By using some of the above performance review phrases, you can make employee appraisals a positive and empowering event. Writing out your thoughts and evaluations on paper allows you to keep a record, which may be helpful in any legal dispute.
In addition to the articles on this current page, see the following blogs which have posts related to Employee Performance Appraisals. The spirit in which you approach this conversation will make the difference in whether it is effective. Complete the form to download: Mitrefinch Brochure. State the meeting's goals of exchanging feedback and coming to action plans, where necessary. Organization's are hard pressed to find good reasons why they can't dedicate an hour-long meeting once a year to ensure the mutual needs of the employee and organization are being met. Python is eating the world: How one developer's side project became the hottest programming language on the planet. If your worker is outstanding, you should seek to make her feel valuable.
Deliver your feedback in person. Point out how achievements and areas that need improvement are tied to business performance. Engage in a two-way dialogue.
Encourage your employees to comment. Offer specific examples and discuss actions, not perceived attitudes.
Emphasize opportunities for improvement. Although you may need to cite specific examples of failures, focus on what the person can do to prevent such problems in the future.