Remember that positive reinforcement boosts confidence and increases overall performance. Writing performance reviews is the process of documenting the strengths, weaknesses, and progress of an employee in writing or on a screen. During difficult discussions on serious performance problems, supervisors should talk to their employees in an open-ended way. Like above, it’s better to use a phrase or even a sentence in place of a single descriptive word. Adding additional information to a review allows a more well-rounded view of the employee's performance. No matter what position employees hold, the type of company, or the kind of review the employer is conducting, several items must be included in written reviews: While these items are not required in a written performance review, you can add value to your appraisal of employees by adding: What are Optional Additions When Writing a Performance Review? Why not let your company try using these employee evaluation examples? Honesty, dedication and the will to improve are all characteristics that are not just for work, but also your professional development. Many bosses discover other circumstances or issues are affecting their review. During your review, make sure to avoid common errors: Sample Phrases to Use: Coaching and Training Abilities. • … Over the next year, Mike should focus on time management and project management skills. Writing performance reviews is the process of documenting strengths, weaknesses & progress of employee in writing or on screen & necessary step in managing a team.8 min read. Never go into a performance review without preparation. A performance review is also a useful tool because it provides a solid basis to which managers may refer when assigning bonuses and salary raises. No matter what paperwork you decide to use, follow these best practices to make sure your reviews are effective and legal: Review employee performance throughout the year. Find out if they achieved the result for which they were hoping. This helps employees see where they can improve and on what they need to work. Make this the focus, rather than telling the employee to get better at something else. Writing performance review is not a piece of cake for some supervisors. This year Mike achieved his goal of implementing a standardized training system. Offered support and guidance to peers by…. The examples listed here are designed to spark some ideas and get you thinking about how to approach performance reviews for your team members. Your email address will not be published. It can be useful to have some effective performance review phrases to help you conduct an in-depth review that provides valuable feedback on skills and goals that are important to your business’ success. His team produces poor results for the company.. To strengthen the preceding statements you can beef them up with examples why some employees are like that. Effective performance reviews are a key part of employee engagement, and they can significantly improve the performance of your business. Mike has not met the manager expectations in his employee development role. Performance reviews can be difficult for everyone, manager and employee alike. Keep in mind that when an employee receives a bad performance review, their productivity lowers. When offering a performance review, you can choose between conducting the review in writing or face-to-face. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies such as Google, Menlo Ventures, and Airbnb. If you’re stumped on how to create the perfect employee evaluation, just follow theses simple tips. When written performance reviews and appraisals are collected, a company can see where employees' strengths and weaknesses lie, not only on an individual level but on a department and company level. Ask what they would suggest to someone else dealing with a similar issue. Discuss their role in the team and company, how they can grow over the next review period and any future changes to the review expectations. However, he struggled to get this produced in the requested time frame. _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. These items can be added to the review: At the beginning of each review, make sure to include deliberate and genuine praise for the accomplishments of the employee. How does this rating differ from one company evaluator to another? Mike effectively enforces policies and values that are important to the company, without creating negativity in the workplace. A little support can turn these statements into substantial performance evaluation phrases. While supervisors don't need to go over every measurement and goal with every employee, they should walk through the areas in which the employee excelled. “Almost every job description ends with, ‘and other duties as assigned.’. According to the Department of Homeland Security, an employer assumes liability when conducting a performance review because of potential discrimination issues. Rather than dread, supervisors should feel this is an opportunity for in-depth discussion. Phrases for Unacceptable Performance • It's important to inspire trust, not fear. Throughout the review period, supervisors usually give employees feedback and suggestions. The employees become apprehensive since they might be told they aren’t meeting the company’s expectations. How to write a performance review. UpCounsel accepts only the top 5 percent of lawyers to its site. There are many ways to conduct reviews, but the most successful include, Performance reviews are naturally difficult, and when you add numbered scales, they, Your email address will not be published. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. In many cases, negative reviews can actually lead an employee to leave the company. Sarah goes above and beyond by regularly seeking out additional tasks and responsibilities and follows through with the projects she takes on. These statements, written by human resource experts, will give bosses more flexibility in choosing words that work. This helps solidify previous comments. Words, by themselves, have degrees of meaning. This helps keep employees on track with their development. • Try asking others for their input more often. If you wing it, performance reviews fail. All constructive criticism should be based on the employee's performance, not specific and unique circumstances. Think of it as constructive criticism. Any “extreme statement” can be anything you describe as always happening or never happening: Are you sure the employee being reviewed has always done or never done the action or personified the work trait being described? Here are ten things never, ever to say during your performance review meeting! I successfully completed [project or milestone] and, as a result, achieved [results] . Hire the top business lawyers and save up to 60% on legal fees. Make sure to recap this information during the formal review. If you’re one of the supervisors who needs to write an appraisals- then how do you know what performance review phrases to use for the evaluation? While Sarah excels at following company culture and communicating effectively, she could benefit from leading team meetings to further her leadership skills. He has not yet found a way to deal with situations in a group. Even if your manager does not require your written input, it is still a good idea to prepare notes to take with you into the review – to ensure you do not forget any important points or examples. In-person reviews are beneficial because they help with the flow of communication. Make sure to note any accomplishments or goals that the employee achieved since their last review. Even terms like “good job”, “bad job” or “mediocre job” can raise speculations about the specific degree of performance you want to describe. Feedback should also be as direct as possible. While performance reviews typically happen once or twice a year, feedback should not be limited to those short review periods. Some performance appraisal systems require that the above preparation process be done in writing and submitted before or at the review. Consider wording feedback to show employees what they are doing well. Having an employee-friendly performance review process can not only make or break the development of your employees but also disrupt the relationship between managers and their reports. That way you don’t set their actions or traits in stone. Stay away from words such as "always" or "never." The most common is a scale-based rating system, comments in free form based on performance questions, or a combination of the two types. Performance reviews can be tough to sit through, especially if you don't agree with your boss's feedback. It's important to remember that evaluating and appraising employees is a sensitive topic, so it deserves undivided attention. Documenting your achievements and outlining your core strengths and weaknesses allows you to identify areas for professional growth and gain insights through feedback … You will miss key opportunities for feedback and improvement, and the employee will not feel encouraged about his successes. Whether employees are writing their self-review or managers are writing their supervisory reviews, many struggle with what to write and how to write it. They have a concrete copy of the review to which they can refer. Supervisors should offer details or examples to show the employee that they pay attention to what they are doing. Karen struggled with unforeseen scheduling conflicts this year, which made her time management less than stellar. 3. Showed honest interest in hearing and addressing problems other employees shared, Showed strong training abilities by using X techniques to solve B problems, Stepped up to offer regular training for…, Gained respect and support from peers by patiently listening to their concerns, Created numerous opportunities for other employees by…, Works diligently to create effective professional relationships by…, Offers a helping hand and understanding to peers, Follows company culture and helps others do the same, Creates mutual reliance and understanding. Review period (such as yearly, quarterly, etc. Then rinse and repeat each year. Not all goals can be achieved all the time. It's crucial to ensure that every employee receives positive feedback at the start. Sarah exceeds manager expectations continuously while in the role of a recruiter. Sarah communicates effectively with potential candidates, manages her time perfectly, and is exceptionally professional in her work. However, if you do refuse, your supervisor or an HR staff member will probably indicate on the signature line that you refused to sign. Personal reviews that are uncritical can also hurt the employee. They should understand what the supervisor is going over, specific metrics, and criteria for those metrics. The more prepared an employee is, the better. Also, when writing a performance review, you can identify areas of needed improvement for employees. In many cases, this is a circumstantial situation. Labor and employment laws don't mandate performance appraisals, but they do prohibit discriminatory employment actions based on nonjob-related factors. Even those with low-performance scores generally have a few areas in which they shine or have contributed to the company in a meaningful way. While performance review season will inevitably result in some awkwardness and bruised egos, an effective review process should yield positive results for … Keep in mind that not all unsatisfied goals are because of problems with performance. You write out a performance review evaluating the employee; Conduct the review meeting face to face; If you are giving a performance-based compensation increase, communicate it then or shortly afterwards. This performance review phrase is less focused on your behaviors and more focused on the results of specific milestones or projects you completed. As mentioned above, a performance review is a two-way street. A performance review or appraisal helps give insight to employees on how they perform. She not only communicates effectively with customers to rectify their concerns, but she has also shown an aptitude for active listening and showed honest interest in hearing and addressing problems other employees shared. You will save time and money and allow your evaluators to produce more informative statements while giving your employees better feedback. Many have difficulty in choosing the right words and phrases to convey their sentiments to the workers. This helps explain and justify future career moves and benefits. Writing performance review is not a piece of cake for some supervisors. Identify the goals that the employee did not achieve appropriately and fairly. Getting a bad performance review from your employer is devastating. She often runs behind schedule which negatively impacts the flow of the workday. A performance review or appraisal helps give insight to employees on how they perform. 8. Performance review examples help in guiding people responsible for drafting performance evaluations to effectively appraise an individual and draft their assessments.. Want High Quality, Transparent, and Affordable Legal Services? • Ideally we're striving for a democratic workplace, so please keep that in mind. You are not legally required to sign a performance appraisal nor will you be threatened with legal action if you refuse to sign your performance appraisal. Or, 'None of your coworkers seem to struggle with this--what's your problem?' All feedback needs to be explicit and relevant to the job and review objective. Performance reviews are an important feature in any organization since it determines the future growth of an employee. Many companies base employee promotions and raises on performance reviews. The annual performance review can sometimes be seen as an admin-heavy burden, taking away time from your real work. Low review scores lower morale. When opening reviews with employees, let them know the purpose of the review. However, he does not perform well as a manager. Make sure to discuss maximizing your employee's strengths. Performance reviews are tough for your employees – and that’s before you stick your foot in your mouth. This is a great phrase to use if … Prepare for the discussion with the employee. It is very important not to take personal feelings into account when reviewing an employee’s performance. However, since management is giving the review and has the authority to substantially affect the employee’s career, a lot of the responsibility for keeping things civil and productive falls on them. He shows adequate communication skills with peers and superiors. Suggestions on where employees can improve allow them to work toward a better rating in their review in the future. The good news is that there are now many performance review examples available to guide managers with their employee assessments. Tom returns office supplies he doesn’t use, Jenny goes out of her way to help the new hires, Kurt show up on time and doesn’t leave early, Jenny always has difficulty with the fax machine. Many have difficulty in choosing the right words and phrases to convey their sentiments to the workers. Private employers do not have a legal obligation to conduct employee performance reviews. Here are 14 phrases to avoid in the performance review: 'Jane can do this--why can't you?' Start on a positive note Now that you know what performance review phrases to use-how prepared are you to put it to paper? To be safe, it is better to use “seldom” or “usually” in place of those words. Use the time of the performance review to help employees create their goals for the next review period. However, Karen's overall project management skills allowed her to excel in the additional projects she took to help unify her team over the year. Make sure feedback and free-form reviewing are specific. Remember that this review will impact your employee's overall morale. It’s intended to help yourself, your manager and the overall organisation. If you are not sure, don’t fret! Understanding how to write performance reviews is a crucial piece of keeping the company in top shape. No one enjoys learning their boss isn't pleased with their work and having that information in writing to live indefinitely in your employment file, makes it so much worse. I would encourage Karen to become more confident in communicating her suggestions and ideas for the company over the next year. It might not be written in your job description, but if you want to be seen as a top performer, going above and beyond to help from time to time never hurt. He is not effective at leading her team to high performance. While Karen displays great communication skills with her peers, I have noticed that these skills are not as strong when talking with superiors. Meanwhile, the managers are stressed out because they can’t seem to come up with an accurate summation of an employee’s overall performance and productivity. In the same way that managers want to start the review on a good note, they should end it with something positive, as well. The phrases are organized by the different skills, attributes and aspects of performance that are commonly covered in reviews. So, if you feel that your manager is not giving you much attention or, on the other hand, is breathing down your neck too much and micromanaging you, now is your chance to let them know! However, with a written review, employees can see exactly where they stand. “That’s not part of my job description”. As a rule, don’t use these overly generalized comments like the following: These statements are not just simplistic, they also appear to be mere opinions because they are not supported by examples. Legal Aspects of Performance Appraisals. Now, you might be thinking that this would be biased. However, taking the time to complete your self evaluation is an important opportunity for employees. Give employees the chance to respond to the overall review, suggestions, and feedback. Even outstanding employees have areas in which they can grow. A performance review is a tool that provides employers a chance to give constructive feedback to their employees, ensuring … Communication is the key to successful relationships. While it may not seem like it when you have to hand down a poor performance review, workers actually crave the feedback that you provide them. • Improved production on (x) goal set out at beginning of review period • Exceeded production expectations on (x) goal set out at beginning of review period • Tends to take initiative to gather the information and tools needed to get a project completed on time and above expectations • Sets measurable goals and continually strives to attain them • Struggles to match the results of his/her teammates when it comes to (x) In her role as a customer service consultant, Karen has shown outstanding performance. Required fields are marked *. Deciding on the right type of review for employees can be a challenge. It is a necessary step in managing a team. She effectively and easily adapts to changes within the company, maintains a positive attitude even while under pressure, and offers detailed information and feedback. This makes the wording of the review quite important. ), Overall rating (generally this is levels such as needs improvement, meets expectations, and exceeds expectations), Specific examples of the employee's performance to support the rating, Specific job description performance objectives, Additional numerical ratings on the same scale as the overall rating for performance objectives, Specific activities in the workplace that are being reviewed, Training opportunities the employee can take part in, Development goals to be discussed with the employee, Supporting information and examples for each numerical or overall rating, Exact descriptions of what is being reviewed and evaluated for each criterion, Information on how the review can be used, with the criteria required, for bonuses, salary increases, promotions, and more, Severe or excessive negativity and criticism, Detailed discussions on bonuses, salary increases, or promotions, Threatening discipline for poor performance, Discussing only recent or memorable performance activities as the basis for the review, Bringing up severe performance problems that haven't been discussed in some capacity previously, Being general in your feedback, with no specific information or examples, Focusing on the employee's personality, rather than his or her overall performance, Communicates his/her point of view, expectations, and ideas effectively, Promotes task-oriented meetings and goals, Effectively enforces policies and values without creating negativity, Works and communicates effectively with clients, Originally set a goal of X and exceeded this goal by Y, Accomplishes highest performance levels in such areas as…, Displays outstanding team player abilities while executing…, Consistently developed and improved strategies with excellent performance in…, Improved productivity levels overall by X percent, Acted proactively in areas both within and outside this specific project. 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