"9 Things You Should Tell Your Boss at Your Next Performance Review" was originally published on The Muse. _____ comes from a very individual focused work environment to a team focused one and has struggled to adjust. _____ is willing to jump in alongside her employees to ensure the job gets completed on time. Is it necessary, or were you just blowing off steam? This does not help with resolution as the solutions don’t necessarily apply. It has become obvious that _____does not possess enough technical skills for his role. When this happens, be honest on the review but do not tear down the employee for their poor performance. _____ cannot be depended upon to produce consistent results. ____ easily connects with others and establishes good relationships quickly. _____is normally a very affable guy, but under times of pressure, he succumbs to it and needs to work on his choice of language and volume level of his voice. Or he can go through everything … _____ adds an artistic flair to everything he produces which makes his projects fun and enjoyable. Performance reviews can be difficult for everyone, manager and employee alike. No matter what you think, your manager hasn't been paying as much attention to your work as you would like. In regards to the way your team members conduct themselves, you can use phrases like these in your performance evaluation: Maintained a positive attitude and demeanor despite unforeseen problems. I encourage you to keep doing [action]. He can simply write down what he has done over the past year, failing to highlight his accomplishments. _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. ______ has shown a tendency to be a matter-of-fact manager, but in his position, thinking in a more resourceful manner would serve everyone better. _____has a knack for making people feel important. _____ is too cautious – she is afraid of confrontation so she does not step out to assist when it’s necessary. In order to use the performance review phrases below, think of a time when the employee was not accountable. Ask fellow employees what you should expect from a review. He tends not to listen and is intent on people accepting his point of view. 8. _____ has a soothing personality which reflects in a very calm personality. Give Feedback to Your Manager. Over the past year, _____ has not performed very well in creating an honest and open environment for the employees he supervises. _____ encourages his teammates to think outside of the box and to be more creative with solutions. Here are a few of the things you should keep in mind when responding to positive reviews for maximum impact: Thank the Reviewer. One of the difficult things a new manager must learn is how to emphasize the right things and downplay the other things. _____demomstrates a lack of interest in customer service training and it’s importance. _____is exceptional at working with customers. In short order, he turned the team around to one of our best performers. He is always one of the guys on the team we go to when we need a lift. This causes unease with her coworkers who do not want to set her off. You should offer consistent assessments throughout the … _____ deals with very complex topics and discussions, yet always seems to bring it to a level of understanding the rest of us can relate to. _____is a very reliable employee; we can always rely on him to get the job done right. There are many times we have tasks that are time sensitive. In meetings, _____is very good at extracting unique ideas out of people, even from those you might not consider as creative. _____is excellent at absorbing the complexities of his job. Integrally, it helps create a culture in which feedback is welcomed rather than dreaded — a culture open to dynamic, positive growth. By using effective self-performance review phrases, team members and managers can improve the productivity and positivity of reviews. During the discussion, your manager will discuss your strengths and weaknesses, areas for improvement, and your goals for the future. _____knows that certain conversations provoke members of his team, yet he continues to be vocal about non-work related topics. Bob is very professional with him employees and manages them well. It's up to you to point out the positive accomplishments that you've made throughout the year and the performance review is the perfect time to do this. With some of our systems being old, we rely on ______ expertise to help us in the transition. How to Thank an Employer for a Positive Performance Evaluation. ____ holds on to too much and does not delegate to his team effectively. Or he can go through everything … There’s an art to getting your point across in an appropriate manner without discouraging an employee. _____ creates an exciting atmosphere for his team; one in which new ideas are rewarded and encouraged. _____’s performance reliability is questionable. _____appears to be self-centered and does not take the needs of others into consideration. One of _____ strengths is his use of candor and effective communication with his employees. _____ doesn’t view his workplace as a “team” environment and too frequently wants to “go it alone” on projects. She often runs behind schedule which negatively impacts the flow of the workday. _____ has a tendency to play favorites and has had complaints about not treating all employees equally. ____ is a high performer and leads a team of high performers. ( Log Out / With such frustrations, you can easily write an appraisal that frames the issue in a context that is larger than your boss. Typically after about six months or a year. _____’s technical abilities are very valuable to our success. 11 Things to Never Say During Your Performance Review. Paul’s team performs well and all speak highly of him. You may want to show your appreciation to your … Say these things … Do better work with Lessonly’s training software I’ve received positive feedback that this has really helped the team [result]. Specifically, he solved an on-going problem by looking for a solution from all angles. _____ is quick to congratulate coworkers and builds an atmosphere of trust with his team. _____is adept at having happy customers and successfully up-selling them at the same time. _____has a difficult situation with the team he manages, yet he has turned them around in excellent fashion. _____is very motivated; however, his strong personality is very intimidating and makes him unapproachable. Employee performance reviews shouldn’t be a one-way conversation. Many managers will ask what your goals are for the next year—or years—within the company, and it is beneficial to have an idea of what those goals are before the actual meeting. _____ begins each day refreshed and ready for any challenges she will face. For most of the year, _____has had excellent attendance. _____ can handle common customer service situations; however, more complex issues seem to cause her to freeze and fails to take action. For first-timers, the best way to prepare for a performance review is by doing a self-evaluation. _____ creates a positive and inclusive work environment. Here are ten things never, ever to say during your performance review meeting! _____ consistently impresses us with her willingness to do whatever it takes to get the job done. If _____ were a coach, he would be considered a “player’s coach.” He understands his team and how to motivate them to high performance. With this said, _____ is also one of our top employees for attendance and reliability. There is a place and time for realism, yet _____ consistently strikes a practical, hard-nosed look at things without thinking how she could creatively solve a problem. In a self performance review, employees assess themselves using the same rubric as their managers would and submit them to HR and/or their manager prior to their official review meeting. _____is an accomplished technician who understands our systems and processes. You won’t be the only one talking during your performance review. Receiving an encouraging review from your manager affirms that you are doing as well as you believed and may even help you land a promotion or raise. _____ shoddy attendance record must improve in the next 90 days or he will be terminated under the company’s attendance policy. It can be useful to have … _____ has a creative touch in an otherwise monotonous role; the ways she adds innovation and creativity in the day-to-day tasks is admirable. For the most part, _____ is a personable guy, but when he gets upset, his attitude turns to shocking. Well, when you are a hardworking person where you would want your work to speak for you, getting a good appraisal is surely something you expect. _____’s attitude is an asset to his management skills. _____ does not communicate effectively and clearly. Even if we are behind on production, _____ does not show a willingness to jump in and help her employees out. _____is able to grasp complex technical concepts and explain them in an easy to understand manner. _____ gets upset when co-workers do not help him, yet he does not offer assistance to others. Receiving products and services that don’t meet your expectations can occur, and you might want to... Photo by Free-Photos under pixabay license. _____ is very diligent to ensure customer satisfaction and does everything necessary to retain them. By doing a self-evaluation, you are mentally preparing for anything your boss can bring up. An evaluation can lead to frustrations and be a complaint session. We encourage him to develop solutions – or even recommendations – before constantly asking for help. The sample of performance review phrases for Productivity is a great/helpful tool for periodical/annual job performance appraisal. _____ seems unwilling to consider new or intriguing ideas, even when the team runs out of your run-of-the-mill ideas. How to Thank an Employer for a Positive Performance Evaluation. _____is a good supervisor, but has had difficulty managing his staff to high productivity. ______ seems to shrink when (s)he’s around others and does not cultivate good relations with her co-workers. _____ isn’t willing to take risks on creative ideas. _____ needs to balance his personality out and not react so much to negative events. _____ has not been very successful in managing her staff to high performance. You excel at [action], and I would love to continue seeing that from you. He is frequently is late to class and does not participate. Ollie also has to complete a self-performance evaluation. Conducting performance reviews can be tricky. “Made an effective system to streamline xx work processes by doing xx”. Fill in your details below or click an icon to log in: You are commenting using your WordPress.com account. _____ is a very good with punctuality, but her staff is not. _____ is a good person, but any constructive criticism devastates her. A performance review is an appraisal or evaluation of an employee’s performance over a period of time. _____is able to create and sustain a positive, professional relationships with her coworkers, direct reports, and management team. Here are 17 things you should always say or ask during performance reviews with your employees: University of Exeter/flickr 1. Personally, I’m not a huge proponent of the performance review as I believe feedback should be ongoing, but I understand why companies rely on them and how they’re used to help employees grow within their role and department. Whenever _____ runs into an obstacle, he has a tendency to stop and ask for help. Here are a few key performance review phrases, both positive and negative ones. _____ demonstrates the secret to success is not who works the longest, but who works the smartest. He is very adept at dealing with irate customers in a calm and rational manner. Employee performance reviews shouldn’t be a one-way conversation. Change ). _____ is an effective manager and understands how to supervise his employees to meet expectations. We have had no issues with _____schedule – he has good attendance and does not deviate from the standard attendance policy. _____ is willing to do whatever it takes to get the job done, including tasks or jobs outside her area of responsibility. Working on performance evaluations, or even your own self evaluation, and you’ve run out of things to say? While it's certainly important to discuss areas needing improvement too, validating key strengths builds goodwill, which may be needed later. This translates into great opportunities for teamwork and a positive working environment. But how should you write the feedback? _____is a great performer; he who works well with other members of his team. _____ seems content with leaving unfinished work for others to do. Achievement of Goals . Sometimes there’s a huge difference between what they say and what they want to convey.To improve this, it's important that employers must practice the art of delivering constructive performance appraisal comments. _____does not always relate well with his employees and this shows in the group’s lack of effort. Managerial Style Positive Performance Review Phrases. Perhaps they struggle to deliver negative appraisal comments, even when they know it’s necessary. Your email address will not be published. _____ is able to handle his clients well and has received much praise from them. A performance review focusing on key strengths can be part of a longer review that includes areas needing improvement, or it can be done on its own. Additionally, when it is time to discuss less-positive aspects of an employee's work or behavior, that task will be much easier if you have previously discussed key strengths. I understand that the whole point of them is to review your individual performance, but this is a great opportunity to discuss things that are on your mind. _____ is very prompt at the start of each work day. If she is prompt, include that bit of positive behavior as well and let her know you appreciate it. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. This is an important step. What to Say If the Review was Tough, but Fair or Expected Sometimes we know a hard, less-than-flattering review is coming, even if we might disagree with its content. Performance Review Tips . As we implement new technology, _____ is one of the first to pick it up and understand it. Write other people's feedback about your employee on her performance review. However, his personality is rather aggressive, causing issues between him and other team members. _____ works well with the team when his projects come due and he needs help; however, once those are accomplished, he doesn’t contribute to helping others on their projects. He can do one of two things. 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Though our systems have been in place for many years and are well documented, _____ seems to have difficulty understanding the technical nuances they present. Showed willingness to learn new skills and techniques in the workplace. One of _____’s roles is to find consensus among his team members, but he has frequently failed to accomplish this task. _____ is a cheerful guy who always makes you feel delighted when you’re around him. This extra information will provide insight into your particular company’s performance review process, and if the review is related to a possible promotion. How to Respond to Positive Reviews. One of the best ways to do that is to use performance appraisal phrases. What do you say? _____ has an even demeanor through good times and bad. Writing reviews for employees that are top notch won’t be too difficult, but writing constructive and professional reviews for employees that need a little guidance can be challenging. As mentioned above, a performance review is a two-way street. What To Do When There Is Nothing Positive To Say On A Performance Review — by taylor (2 min read) Once in a while, you start a performance review on an employee and realize you do not have anything good to say. _____contributes to the success of the team on a regular basis. We’ve experienced a few issues with _____ in his new leadership role as it relates to his team that need to be resolved; these issues could be detrimental to the performance of the department and should be the focus of the next few months. Exactly what it means is finished get frequent complaints with his responsibilities in performing his job, yet does!, you can avoid that stress by structuring your performance reviews to greatness... Should learn the technical concepts required for his coworkers think of “ superiority ” to those review! Leaves early or takes a half day of unscheduled time off on Friday – before constantly asking for.... 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