He should concentrate on the content of training lessons. â He ensures that his staff comply with their scheduled breaks and lunchtimes. â He always seeks ways to enhance his abilities and better himself. â He is a positive influence on those around him and inspires them to work harder. His understanding of the issues enables him to solve problems at a remarkable pace. â He can be counted upon for steady performance. â He stringently observes the company regulations. â His high standards of ethics are shown through all of his work on a daily basis. â He follows instructions with care and attention. â He has a special ability in connecting people and he applies this ability well as a manager. â He is focused on himself and does not think about the needs of those around him. â He is not liked by those colleagues working with him despite the good impression the management team has of him. â He is generally a good member of staff but his attitude sometimes lets him down. â He is unwilling to share his work or team responsibilities with others. â He is highly reliable. fearing competition, Needs repeated reminders to make sure technical reports/ presentations for various R&D activities to R&D Manager are ready, Refrains from seeking complex problems due to fear of failure, Lacks basic scientific knowledge to grow in the current position, Sabotages teammates work when they display higher level of skills, Tends to approach peers/managers for support rather than coming up with unique solutions, Lack of willingness to follow standard communication and training materials and relies more on instinct, Takes decisions that favor him/her work but not necessarily the entire team, Expects perfectionism from teammates/subordinates but not from himself/herself, Thinks inside a box and avoids coming up with innovative approaches, When faced with a problem, tends to give in and succumb to the pressure rather than innovate, Easily gets distracted if there is a minor deviation, Puts down others if they are not able to perform, instead of motivating them, Spends excessive amount of time providing simple product labeling information leading to wastage of time, Loses will or motivation to work after failing at any task, Often relies on others expertise rather than solve problems on his/her own, Does not accept responsibility for compiling, validating, organizing, and updating data for existing analytical modeling tools and systems, Delivers poor results due to lack of awareness of new technology/tools, Is highly meticulous when it comes to assessing needs and tracking inventory, Keeps a thorough and updated record of all items purchased using advanced tracking systems, Efficiently coordinates with all other departments/functions to determine and fulfill their needs, Excellent negotiation tactics ensure that company gets the best deals possible, Efficient planning helps ensure all requirements are made available within time, Follows a self-made checklist to ensure nothing is missed out, X’s has strong analytical skills that help him/her study complex data retrieved from (list of tasks), Has thorough knowledge of market rates of (list of products/services), Highly efficient at communication with peers, suppliers and vendors, Demonstrated ability to calmly deal with angry/frustrated/rude vendors and address their queries successfully, Highly engaged in all activities that he/she undertakes, Is great at articulating the desired outcome, making it easier for subordinates to achieve those results, Maintains records of goods ordered and received that can quickly retrieved as and when required, Always exhibits exemplary skills while controlling purchasing department budgets, Completely aware of what needs to be said in what situations, Makes it priority to Review purchase order claims and contracts for conformance before progressing further. â When a major problem arises, we frequently turn to him for his creativity in solving problems. He manages his staff well to ensure they perform their duties on schedule. Tim has a unique mind-set that is highly appreciated. â He is quick to lend a hand to others in need of help. He finishes his work on time and with accuracy. â He can be very persuasive with his sound arguments. It shows his creativity. He is conscious of every detail in his work. â He is a skilled negotiator who follows corporate rules and studied techniques. â He takes too much time to perform his tasks. He creates a stiff environment that is not conducive to innovation. It is important to highlight the positive ways in which the employee has contributed to the company. â His goal-setting ability is not good. For recurrent questionnaires: no one forgets to answer because it sends, Increase workplace satisfaction by improving, Use status updates for future reference and. â He talks excessively and this distracts himself and his colleagues. â He would benefit from reigning in goals and vision to something more achievable. â He should learn how to manage his time in a more effective way. â He should take part in more training opportunities and concentrate on them. â He is unaware of his job requirements. â A person with good decision-making skills should be making sound fact based judgements. â He disregards company policies tends to work by himself. â He creates a positive and inclusive work environment. â He takes the initiative to learn skills that enhance his ability to contribute to the organization. â He is the person we rely on to deal with serious problems, He keeps a clear r mind clear and think intelligently. â He creates an excellent impression among the management team, yet his fellow team members cannot stand working with him. â He constantly identifies more efficient ways of doing business. â He exaggerates the seriousness of problems. â He constantly pursues opportunities for growth and learning. In each following section, you'll see five phrases for acceptable performance and phrases for unacceptable performance for the given skill. â He asks insightful questions to understand the root cause of an issue. â He maintains a good standard of work aligned with a high level of productivity. â He gets on well with other people easily. Retail managers must also make reviews part of a routine process. â He routinely uses his time efficiently. â He regularly gives constructive feedback. â He has developed an effective system of encouraging and criticizing of her employees. â He provides consistent, quality service to all customers. â He sends mixed signals to his team regarding goals and day-to-day activities. However, she finished it amazingly with her team performance being the best of all the groups. He has a difficult time separating his personal relationships with professional ones. â His results are not as consistent as those of her coworkers. â He is a capable and skilled worker; however he is let down by his abysmal punctuality which must be improved. â Many of his coworkers see him as unapproachable. â He gets distracted and doesnât reach his goals or objectives. â He tries to be both a manager and friend. â He has the ability to manage his time and his teamâs time well. ; I successfully completed [project or milestone] ï»¿and, as a result, achieved [results; For areas of improvement. â He has shown a tendency to be a matter-of-fact manager, but in his position, thinking in a more resourceful manner would do him well. A performance review refers to the process of the documentation, evaluation, assessment, and appraisal of a person based on his or her performance. â He can be counted upon to act honorably in all situations. â He listens effectively to others’ ideas, problems or suggestions. He consistently performs at or above expectations. â He is a compassionate listener and makes each customer know he values their time. His employeesâ complaints about his impossible requirements are reasonable. â He maintains high standards of integrity across his department. â He implements all contract arrangements and fulfills all obligations to his clients. â He is unwilling to assume responsibility for colleagues’ tasks when necessary. âHe is effective at goal-setting and challenging himself. He optimizes his work and get benefits for the company. â He works toward an organized and comfortable working environment. He continually builds people up. She is unlikely to openly risk conflict this by helping someone. â He consistently takes a rigid and practical, stance about things without thinking how she could creatively solve a problem. â He submits all assigned work accurately and on time. â He is ready to deal with complicated consequences. Prepare for a general talk about overall performance, and use broad statements as a framework for the detailed sections of the review. He shows initiative on his own. â His skill set exceeds the requirements for the job. â He balances swift decision-making, with the ability to analyze the many angles to a problem. â He is poor at managing a high performance team. He needs to be more cautious about sticking strictly to the rules as defined. â He always defines a problem clearly and seeks out alternative solutions. â He tackles the intricacies of the job with ease and flair. â He regularly engages in off-putting conversations and can be territorial at times. â He encourages others to voice their own opinions. â He often has troubles with his coworkers when they work together. He continually seeks to expand the horizons of the company. â He Is empathetic when faced with customer issues. â He fails to respect the time of others. â He is punctual and consistently arrives at meetings on time. â He enthusiastically comments about the method he is using to fulfill a task. â His work frequently fails to pass inspection. He is a valued team member with his enthusiasm. â He has a strong sense of integrity that underlies all his dealings with vendors. â He completes his assignments accurately and in a timely and efficient manner. â He patiently to listens to othersâ opinions and waits until they finish speaking. His manner is effective without being not overbearing. â He is open to listening to employees, as well as experimenting with new management techniques. Have passion in communicating the organizationâs vision with the customers; 3. â He needs to find more ways to take creative risks. â He keeps to his commitments and works with fellow employees to help them keep to theirs. â He establishes workable, prioritized, and highly effective problem-solving plans for each problem. â He stops listening when presented with an opposing viewpoint. He demonstrates that he cares about his job, his coworkers, and the company. â He has a positive attitude and he is willing to share his thoughts about relevant matters. â He is very good at encouraging other members to do the job according to their best efforts. He also takes on additional tasks. â He readily accepts constructive criticism. 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 does not actively want to learn new skills or techniques as or to improve his qualification. Now that weâve examined the psychology behind phrasing criticisms constructively, letâs take a look at some sample text from employee reviews. â He avoids knee jerk reactions, and collects all relevant facts before making a decision. â He is always polite and friendly with his customers. â She lacks the skill to analyze a problem to discuss the core issues. â He is an innovator at heart â his skill at inspiring new ideas is an asset to our team. â He asks questions that show he is not actively listening to the conversation at hand. â He always deals with customers with the highest levels of integrity. He has our trust because heâs proven he can get the job done. â He frequently takes breaks after meetings in which difficult decisions were announced. He consistently fails to properly notify team members about impending changes or other required information. â He understands how to handle difficult employees and manage difficult staff. â He fails to ensure his work complies with the relevant quality standards. â He has a tendency to trigger problems between his coworkers. â He is unable to separate his work and personal life. â He directs quickly but has a bad attitude with his feedback. â He consistently spearheads effective customer relations. â He consistently impresses us with her willingness to do whatever it takes to get the job done. â He shows significant interest in the project and he constantly generates new ideas. â He often pays more attention on completing his tasks than support other teammates who might need his assistance. â He is unwilling to assume responsibilities outside of his job description. â Integrity does not seem to rank particularly highly on his list of priorities. â He always takes responsibility for his team and its performance. â He deals with difficult customers with grace. He participates in trainings and other corporate events. â He applies overly complex and impractical approaches to solving problems. â He encourages his teammates to think outside of the box and to be more creative with solutions. â He is cheerful guy and always people feel delighted to be around him. He creates a positive working environment. â He seems to find it hard when learning new technology. â He has never complained about his job or his colleagues. â He understands how to listen to customers and find out the details which make a big difference when dealing with our clients. â He is like good software that offers seamless backward compatibility. He is clearly aware of this but he has made no attempt to change his demeanor when talking about non-work related topics. Word of caution though, they should only serve as a guidance. â He discourages gossip or other negative discourse at the workplace. â He does not understand how to to solve problems with customers and gives up easily. â He has a soothing personality which reflects a very calm personality. â He holds himself accountable for his teamâs performance objectives and goals. His natural ability to work with people is a great asset to our team. He is always able to bring a level of understanding the rest of us can follow. â He does not achieve goals or objectives because he does not focus on his performance. Data such as the report type, date and name will be added automatically. â He focuses on the basics to bring success to the team. â He has the ability to control his time and his staffâs time. He coaches them to perform as required. â He leaves peers struggling to understand the status of a project. â He is a nice and affable person who works well with others. â He does not need guidance. â He ensures his responsibilities are appropriately covered while on leave. â He always thinks twice before he meets any problem. Use this development plan (#69) to support your teamâs dreams. â In meetings, he often has new and interesting ideas about the issues discussed. â He does not initiate conflict and actually takes measures to ensure that conflict does not occur. He is always willing to help others when needed. â He shows no willingness to do what it takes to get the job done, especially in this economy. â He is an capable supervisor but does not excel. â He is sincerely interested in what others have to say and listens fully before responding. He is capable of handling a variety of assignments. â He can be relied on by his team members and expects the same from them. â He deals with customer complaints with a calm demeanor. â He listens carefully, and sincerely considers the ideas of others. Feedback is about as powerful in business as it is in rock nâ roll. He does not always relate well with his employees and this shows in the groupâs work effort. But beware. Many companies are beginning to see the merit in losing year-end or annual performance reviews. â He doesnât focus on details of his tasks. Reviews of employee performance â¦ â He finds and implements commendable ways to handle any ethically challenging situation. â Despite numerous invitations to join the team, he prefers to work alone. â He distributes resources in an appropriate manner depending on the priority of assignments. â He is a careful person. â He meets difficulty when working with a team he is to performing as an individual. While covering the communication skills of the employee, you may use the following phrases: Effectively communicates his/her point of view and expectations; Effectively manages communication at all levels (lateral, upward, or downward flow of â¦ â He is very loyal but he cannot be depended on. â He is consistently able to obtain the cooperation of others. â He sets expectations that are too high for his team. He continuously strengthens the connections between among his subordinates. â He is provided many complicated tasks but he performs them easily. He sometimes asks his staff complete unachievable goals. They all assist each other when needed. Reference Guide for to Up that Salary. â He is a responsible staff member. Focus more on menial tasks rather than producing financial reports related to budgets, account payables & receivables, etc. â He is unable to focus on the important tasks and ensure they are completed first. He absolutely forgets about the necessary competitiveness, which is also important in business. â He tends to resist activities where the path is unknown. â He has received good feedback from both his team and his managers. â He is a capable manager but he is unable to influence people like a true leader. He is very cooperative and helpful in times of need. â He needs to be more resourceful in accomplishing goals and tasks. â He feels shy when he communicates with others and he cannot build good relationships with his colleagues. â His team meets many challenges in scheduling yet he ensures adequate staffing levels at all times. â He actively involves himself in the business. He lacks the skills in planning and following up to achieve results. â His status reports are accurate, correct and on time. â He is rarely on time and his appearance is untidy. â He is an effective manager and understands how to supervise his employees to meet expectations. He always takes on even the most difficulty tasks to develop himself. Good Review. â Doesn’t allow individual emotions or feelings influence decisions. ), Great presentation skills but usually presents incorrect information due to lack of (list of products/services) understanding, due to which clients get confused, Tends to stray away from actual point of conversation during (meetings/presentations/demos), Is unable to overcome client objections, that led to 30% drop in sales, Lacks commitment to ensure new initiatives are completed within time, Assumes that teammates/subordinates have required skills to fulfill certain responsibilities without checking with them. â He is not afraid to take calculated risks to make things work better. â He seizes any opportunity to avoid work and procrastinate. â He does not require his staff to take part in the training sessions even only with minimum hours every year. This year, we need to focus on what issues are causing such high turnover. â He provides the information and knowledge beneficial to the general development of the staff. Performance Review Examples. â He understands the customer from their point of view. Word of caution though, they should only serve as a guidance. â He knows how to apply appropriate knowledge and find information sources to make sound decisions. â He often works in an unprofessional manner. His lack of focus means that tasks take longer than they should. â His team and managers gave him positive feedback and good comments. â He consistently engages in meritorious behavior. â He works well with members of his own team, yet he has an âusâ against âthemâ mentality when it comes to others within the company. â He can too often fall into the role of ânaysayer.â.