performance review phrases confidentiality

We use cookies to ensure the best experience on our website. 18) Unreliable about reporting to work on time. 42) Deals easily with all types of customers. 48) One of our best customer service team members. 50) Stays calm and rational in the face of angry customers. The phrases are organized by the different skills, attributes and aspects of performance that are commonly covered in reviews. 150) Wants to improve at everything he/she does. 127) Promotes a culture of learning and understanding. This is so the comments do not completely focus on one aspect of their job, such as high quality of deliverables. Thus, despite carrying out performance reviews in a very careful manner, a few repetitive sentences here and there could damage the credibility of the entire process. - Bradley K., USHG. Made around the world. 45) Does not let a customer’s negative attitude get him/her down. It’s my view that enhancing your performance reviews circles back to positive and constructive communication, delivered through structured employee feedback sessions. One of the best ways to build strong relationships is through good communication. Having said that, the competencies for which the individuals are measured tend to be similar to an extent. 185) Works hard to stay organized and on time. Performance review examples help in guiding people responsible for drafting performance evaluations to effectively appraise an individual and draft their assessments.. 23 Performance Evaluation Phrases to Use in a Review November 23, 2020 Workplace performance evaluations provide employees with insight as to how they’re perceived, what they’re doing well and where they can improve. 74) Does not demonstrate a willingness to do what it takes to get the job done right. Is a well-versed team player capable of handling a variety of assignments 4. 180) Often a divisive element within the team. 137) Rarely gives recognition for a job well done. Performance reviews can be difficult for everyone, manager and employee alike. 118) Coworkers do not like being on his/her team. Prospects have left negotiations midway due to poor attitude, Is not efficient at assigning sales territories and setting sales quotas for himself/herself and team members, Avoids tasks that require analyzing sales statistics, Needs to understand (list of products/services) before undertaking any activity, Frequently presents unrealistic sales forecasts, revenue and expenses report to management, Offered assistance for project ‘Y’ but backed off when the time came to help, Doesn’t trust teammates/subordinates enough to delegate important responsibilities to them, Fails to identify emerging markets or market shifts and loses out on valuable opportunity, Does not consider integrity to be as important as it actually should, Lacks patience to deal with stressful negotiations, often ending up arguing with customers/prospects, Rarely takes it upon himself/herself to design and implement a strategic business plan that expands company’s customer base, Has difficulty comprehending what the other person is trying to say, Is not able to put forth own opinions in an assertive manner and often comes across as aggressive, Abysmal organization skills have led to loss of information on three separate occasions, Does not monitor progress of sales for prolonged periods of time, Does not deliver on outcomes as promised in the first stage, Lacks business acumen to drive sales from plan to close stage, Takes credits for efforts taken by others, Able to efficiently handle X% more customer request volume as compared to standard expectations, Consistently X% more average number of replies per request in a day, Quickest resolution rate enable X to handle more volumes as compared to teammates, Regularly rated >7 out of 10 in customer support feedback, Assists teammates when they are loaded with higher volumes without compromising on own targets, Is genuinely interested in identifying and implementing strategies to improve quality of service, productivity and profitability, Always up for identifying and addressing staff training and coaching needs, Reduced errors in handling customer grievances by implementing efficient checklist for all team members, Never fails to monitor accuracy of reporting and database information, Regularly experiments on existing processes using relevant technology trends and applications to improve productivity, Highly approachable by employees from every level of the organization, X’s sound decisions have helped teammates avoid problems that could affect their productivity, Puts in extra hours to ensure the necessary resources and tools are available for quality customer service delivery, Always willing to liaise with company management to support and implement growth strategies, Constantly searches for new ideas and ways to improve efficiency and shorten the time duration required to complete tasks, Helps others to co-ordinate and manage customer service projects and initiatives, Ensures every team member efficiently tracks customer complaint resolution, Ensures each employee as well as himself/herself is held accountable for their responsibilities, Highly professional when dealing with clients, irrespective of their designations, Does not give up upon failure but instead looks for other ways to achieve success, Often called upon by teammates for advice about potential obstacles, Shows great willingness to ensure his/her goals are achieved successfully, Shows willingness to improve technical expertise on a consistent basis, Poor support has led to being rated < 3 out of 10 on more than 5 occasions in 1 month, Does not understand the problem that customer is trying to present, Not patient while dealing with customers as evidenced by analysis of recorded calls, Less than average capacity (Actual – 8 ; minimum target – 12) of handling customer support requests, Takes 20% more amount of time to handle simple queries, Only 25% instances per month of providing error-free work, Incorrect data analysis has led to poor decision making in 3 out of 5 instances, Does not take efforts to develop conceptual clarity about (list of products/services), Needs to significantly improve communication skills, 8 customers complained about X’s attitude and unwillingness to listen, Always up for a new challenge, but abandons it midway when the going gets tough, Overwhelmed due to large number of responsibilities but cannot delegate when required, Comes in late to meetings and disturbs others when they are in the midst of important work, Lack of integrity noticed on 3 separate incidents in one month, Has a dominating personality and not open to listening to customer’s views and opinions, Has difficulty accepting limitations of own performance and skills during performance assessments, Poor body language dissuades others from maintaining a conversation, Interrupts others consistently leading to problems in negotiations, Lack of organizational skills have led to loss of important information, Finds it difficult to maintain productivity levels and deviates at the first opportunity, Repeats same mistakes over and over leading to delay in completion of tasks, Does not listen to teammates opinions and talks over them, Has been rated poorly by teammates and is considered untrustworthy and unreliable in the organization, Displays a genuine interest in understanding employee grievances, Provides fair guidance to all those who approach him/her, Has created an efficient and systematic database to extract information at a moment’s notice, X has introduced (list of initiatives) that have led to X% increase in employee engagement levels, X reinvented HR policies that have led to X% decrease in attrition levels, Goes the extra mile whenever necessary to improve employee engagement levels, Has a positive disposition yet makes it clear when he/she is overburdened with responsibilities, Consistently performs at optimum levels and ensures individual queries (tax, leaves, compensations, etc) are resolved, Highly proactive at providing feedback to employees whenever needed, Never hesitates to look for alternative approaches to problems, Has reduced turnover by 20% after introducing employee-friendly policies, Capable of reviewing employee performance based on analytics as opposed to subjective decisions, Introduced new team building exercises to increase collaboration by 10% in the organization, Needs minimal supervision and yet achieves complete payroll compliance with greater accuracy, Is known to challenge the ‘we have done it this way’ phrase and come up with better solutions, Is calm and composed irrespective when dealing with complaints irrespective of the designation/level of the accused, Has provided training and development to a team of mediocre performers to achieve 15% better results within 3 months, Provides necessary guidance and help in case of personal emergencies, Carefully balances listening and speaking time to ensure both parties are thoroughly familiar with each other, Welcomes changes rather than oppose them and introduces them in the workplace, Keeps a level head when representing company as its spokesperson, Always sets challenging goals for himself/herself and strives to achieve them, Is able to comprehend how to follow a complex set of instructions even in stressful situations, Large number of employees have complained about X’s unfair and biased practices, “All complaints have fallen on deaf ears” is the most common feedback received through anonymous feedback, Lack of coordination between team members has led to candidates leaving recruitment procedures, Unorganized employee information makes it difficult to obtain information in a timely manner, High amount of resources have been wasted behind unsuccessful employee engagement initiatives (list of activities), Often misses out on minor errors which appear due to lack of revisions, Faces difficulty in correctly analyzing data when presented with a large amount, Lack of understanding about (list of products/services) prevents X from establishing a rapport with prospects, Finds it difficult to convey message effectively, Lacks the ability to understand employee needs and takes 60% more time on average, Displays a genuine interest, but lacks commitment to fulfill the responsibility, Hoards responsibilities close to his/her own chest and does not delegate work among others, Does not conduct himself/herself in a disciplinary manner while preaching others, Lacks good interpersonal skills and behaves irrationally most of the times, Takes a long amount of time to inculcate innovating engagement practices in the workplace, Focuses more on speaking rather than listening during employee performance reviews, Unwillingness to compromise during salary negotiations has led to good candidates leaving the process, Focuses more on organizing everything rather than actually getting the job done, Sets unrealistic expectations leading to over-commitment and under-delivery, Has little patience to deal with obstacles, Argues aggressively when teammates do not listen to what he/she has to say, Hardly pays attention to any rules and regulations in the workplace, Regularly upgrades knowledge as per changing rules and regulations of the Government, Highest number of instances where accurate financial reports were generated within specific deadlines, X is a high performer and actively contributes to formulating strategic and long-term business plans, Pays attention to smallest of details while liaising with auditors to ensure annual monitoring is carried out efficiently, Always the first one to keep abreast of changes in financial regulations and legislation, Has a strong acumen for producing accurate financial reports, Has improved the quality of decision making by carefully analyzing and presenting (list of tasks) information, X is perceived as the go-to person when conducting reviews and evaluations for cost-reduction opportunities, Capable at analyzing market trends and competitors and explaining them quickly to even a layman, Handles all customer queries even after sales to provide a rich customer experience, Ensures all financial information is collected, interpreted and reviewed during the specified time limit, Is proficient at delegating the right task to the right individual at the right time and getting expected results, Brings in a sense of discipline and sets high standards for other teammates/subordinates, Leads by example when it comes to being up to date with technological advances and accounting software to be used for financial purposes, When faced with a conflict, disagrees respectfully and presents facts in a logical manner, Acknowledges limitations and takes efforts to overcome them at the earliest, Encourages others to speak without interrupting them continuously, Overcomes objections effectively leading to successful negotiation of deals, Helps teammates/subordinates get organized and simplify their work, removing all clutter, Helps others in planning their activities, Takes help whenever necessary to ensure work is completed on time, Quick to track the company’s financial status and performance to identify areas for potential improvement, Gives credit to teammates whenever appropriate, Has a difficult time processing and analyzing financial information, Does not seek help when needed which leads to delays and inaccurate processing of information, Takes on more than capacity and avoids delegating work to get it done quickly. Focus more on menial tasks rather than producing financial reports related to budgets, account payables & receivables, etc. Question to Ask the Workplace Doctors about context of a performance appraisal review: when I went to close the door, he said to leave it open, so it stayed half-opened, half closed. 38) Displays of negative emotion affect others on the team. 89) Quick to adapt to alternate points of view. 95) Sticks to traditional methods even if a new approach is better. Regardless of the industry, Sling can keep you and your team members organized and focused on the project at hand. 53) Does not seem to understand why customer service training is important. Has not learnt any new financial models that can help him/her increase their contribution, Needs to be more thorough while analyzing market trends and competitors, Tends to buckle under pressure when faced with numerous complex transactions, Has had difficulty presenting financial reports to board members, stakeholders, executives, and clients in formal meetings on more than one occasion, Needs to update knowledge about upcoming technological advancements in finance and accounting software, Does not display the willingness to ‘think-out-of-the-box’, Inability to provide insightful information has led to senior executives take longer amount of time to form long term plans, Lacks basic decision making skills and relies on others to take decisions on his/her behalf, Makes extravagant claims but fails to back up with research and statistics, Always needs to be supervised while reviewing, monitoring and managing budgets, Lacks the ingenuity to change directions when the team requires it most, Has managed to ruffle quite a few feathers while trying to get work done by others, Focuses more on the end result than on fostering teamwork, Holds too many meetings (of longer duration) that end up reducing productivity of employees, Poor interpretation of market trends has led to increase in financial risks, Does not set goals or objectives that could help him/her increase own contribution, Easily overwhelmed when faced with multiple problems at the same time, Sets personal goals that are in direct contradiction to professional goals, Drastically behind teammates with respect to technical expertise, Responsibly coordinates activities that affect operations decisions and business requirements, Highly efficient at planning, scheduling and reviewing workload and manpower availability, Provides guidance to employees when the situation demands it, Systematic approach of planning, scheduling, and reviewing workload and manpower enables team to maintain productivity, Increases workplace morale and productivity through effective facilitation of activities, Reduced errors in (list of tasks) as a result of thorough analysis of historical information, Excels at analyzing data retrieved from (lists of tasks) and providing actionable solutions, Expert at delivering presentations about (list of products/services) due to conceptual clarity, Communicates the (message/company policies) clearly without offending anyone, If ‘X’ commits to any activity, he/she makes sure that activity is taken to its desired end, Sets up a timeline after discussing with team and follows up at specific checkpoints, Maintains high self-discipline and does not rely on policies to conduct himself/herself, Has never been known to proactively communicate any changes in the order or delivery date to relevant parties, Has a good sense of humor and makes sure the work environment is positive, Embraces change and adapts to newer skills quickly to ensure smooth work, Correct body language and gestures help the other person relax and speak what they have in mind, Is able to decide when he/she should walk away from a negotiation during purchase of materials and services required for production, Organized projects and tasks in order of their importance and ensures that work is completed on priority, Involves teammates/subordinates in the planning process, thereby increasing trust in the team, Leverages the right tools and technologies to ensure the end result is of the highest quality, Has established a good rapport with all team members and can bring them together to work in collaboration, Contributes towards improvement of work policies and removing orthodox ones, Cannot comprehend impact of poor planning and scheduling of resources on a larger scale, Repeatedly failed to carefully organize and allocate manpower leading to lower productivity, Is rigid and sticks to traditional systems of data collection rather than experiment with new ones, Needs to work on planning and organizing skills before undertaking (list of tasks), Tends to blame others when health and safety regulations are not followed effectively, Is unable to complete set of activities owned by him/her such as consistently monitoring of production schedules, Is highly comfortable with existing set of responsibilities and does not want to get out of comfort zone, Intent to provide perfect solutions often ends up delaying (list of tasks) significantly, affecting overall team productivity, Does not help others develop their skills or provide guidance to employees, Has a strong analytical mind but lacks creativity while resolving problems and complaints, Employee turnover has increased by 35% due to poor allocation of resources, Relies more on ‘gut feeling’ rather than objective approach required for forecasting and budgeting of resources, Promises deadlines will be met but always delivers later that deadline, Continues to neglect newer opportunities for improving customer experience, Performs activities in the same monotonous manner despite being given the freedom to innovate, Is not flexible enough to handle any change in situations, Finds it difficult to take decisions in stressful situations such as coordinating activities that affect operational decisions, Focuses more on self-development rather than teammates/subordinates, Fails to follow up with important contacts established during networking events, X is not confident about own abilities and shies away from taking up any challenge, Finds it difficult to analyze any problem objectively, Too ambitious goals and no plan on how to achieve these goals, Does not understand how to follow a set of instructions, Never loses sight of time constraints and delivers designs as planned, Always displays can-do attitude when faced with any challenging assignment, Avoids traditional approaches and seeks innovative solutions to prepare product design specification and integration documents, Can better visualize the end result, making it easy for him/her to create prototypes of design, Consistently improves skills to ensure designs are not only functional but also easy to use, Nothing escapes X’s watchful eye as he/she pays great attention to detail while designing and building products, Has the potential to spot hidden patterns that are missed by average individuals, Has displayed strong understanding of benefits of all the features of (list of products/services) which enable X to address pain points of end customers, Excels at leading a discussion towards the desired outcome for an effective product design, Tactfully answers all objections raised by team about design specifications, Displays willingness to embrace accountability and make new mistakes to grow consistently, Encourages others to utilize his/her own ways and create innovative designs, in order to build trust, Regularly helps others understand policies and how to maintain it, Determines the most effective ways to follow agile methodologies and ensures others follow them too, Has a handle on emotions when dealing with stressful situations and tight deadlines, Quickly understands how to navigate through complex design architecture and achieve the end result, Does not offer judgment but rather a constructive criticism for improving drawbacks in existing specifications, Always asks questions to ensure everyone involved is on the same page, Brought order to a chaotic team/department by introducing agile methodology and implementing it successfully, Is always prepared for any contingencies with a backup plan, Takes responsibility to overcome challenges and makes sure his/her word is fulfilled, Participates actively in all team discussions and contributes ideas assertively, Pays attention to work policies and follows them diligently, Struggles to meet basic design standards set by manager/team, Failure to comprehend instructions leads to mismatch of expected design and final outcome, Hesitates to learn new design tools and software that could be essential to improve performance, Poor quality of work leads to increased workload for other teammates, Never able to deliver on-time leading to dissatisfied clients, Bites off more than he/she can chew which leads to delay in completion of (list of tasks), Often blames others when specifications of a product are not met, Reduced productivity by Y% due to lack of commitment towards (list of tasks), Has difficulty in analyzing what are his/her missing skills, Always focusing on being practical, where sometimes creativity is also required, Is often biased towards one tool and neglects using advanced techniques that could reduce time required for task completion, Focus on short term implications when taking decisions, while ignoring long term impact, Handles projects extraordinarily at the start but loses enthusiasm midway leading to shoddy work at the end, Stays in comfort zone more than necessary, Has rarely shown any artistic flair in his/her entire tenure, Has failed to adapt to changing environments and upcoming technologies, Has a more autocratic approach towards getting work done by teammates, Preaches about bring innovation in design but does not lead by example, Does not maintain records of versions changed from the product design’s start to its most recent stage, Avoids taking tasks that require long term commitment, Takes a long amount of time to provide any solution by which time the problem reaches its critical stage, Focused solely on self-improvement and often neglects helping teammates, Cannot adapt to newer technologies which make him/her take long amount of time to complete basis activities, Has a flair for coming up with ground breaking ideas for (list of products/services), Thinks of the problem before trying to coming up with random solution, Has thorough understanding of the target market’s needs, Leverages advanced technology to ensure best (list of products/services) are developed, Coordinates with everyone and gets multiple ideas before finalizing one, Is highly efficient at assessing the benefits and monitoring the costs and effectiveness of research and development activities, Ability to comprehend and interpret large amount of data with minimum supervision, Deep knowledge about (list of products/services) enables X to provide guidance on research and development options available to the organisation, Ability to direct any deviation from original idea back on track, Thorough understanding of customer needs helps in determining and recommending product usage information, Follows through on all commitments irrespective of the challenges involved, Delegates tasks to the lowest level of the organization without any biases, Has suggested valuable points for preparing yield computation including product costings, Has helped increase compliance with safety and maintenance regulations by providing guidelines for maintaining equipment and lab infrastructure in optimal working conditions, X is respectful of others opinions yet assertively expresses the right solutions whenever required, Is able to quickly grasp the finer nuances of complicated activities by drawing upon basic scientific knowledge, Has been proven to be a great listener when engaged in conversations, Makes sure everything is clarified in case of ambiguous terms and conditions, Adopts a systematic and methodical approach towards all work, X establishes a clear set of guidelines to ensure the task is efficiently completed well within time, Brainstorms multiple solutions with teammates/subordinates until an efficient solution is developed, Encourages team members to come up with creative ideas and experiments with them as well, Is known throughout the company for preparing competitive monitoring report and providing necessary recommendations, Lack of coordination among other team members has led to redundant work, Does not utilize modern technologies or equipment to improve performance of (list of products/services), Incorrect research methods have led to poor data collection, Does not look to innovate unless specifically asked, Hoards information that can be useful to others as well. Job Knowledge Exceeds … It’s that relationship that can motivate your team to do their best even during the most difficult project. Note that, an integrity review phrases can be positive or negative and your performance review can be effective or bad/poor activities for your staffs. 172) Does not view workplace as a team environment. 155) Is not known to make significant contributions to the success of the team. 57) Too frequently passes the complaining customer on to someone else. 151) Did not meet performance goal set at last performance review. Confidentiality During Performance Reviews. 139) Frequently derails team with unnecessary work. 138) Fails to keep confidential information. 72) Work results are inconsistent and frequently need to be reviewed. 86) Able to identify new and more efficient methods. Supervision Skills Performance Review Phrases Examples. 5) Never been a no call, no show employee. Poor knowledge of web analytics tools such as Google Analytics, Netinsight, WebTrends. Help your employees know how to operate at their best by teaching them in reviews rather than criticizing them. Is a calming force, especially with [his/her] peer group 6. 39) Needs to bring poor attitude under control. When writing out a performance appraisal phrases for multiple subjects, it can be hard to create unique thoughts as well as find the best way to critique without evaluations being taken the wrong way. 80) Does not care what managers and coworkers think of him/her. Generic (& meaningless) rhetoric does not lead to any performance improvements. 108) Can work with a variety of personalities. 195) Takes up the valuable time of others with too much small talk. 25) Positive attitude helps others on her team keep their motivation high. 79) Is not willing to help employees with their work. • 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) Check out these helpful customer service performance reviews to start the conversation and help your company improve. 76) Content with leaving work for others to finish. 148) Puts high value on doing a good job. March 12, 2013 March 12, 2013 Bill Gorden Performance Appraisals. 178) Plays everything very close to the vest. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. 152) Does not take initiative unless prompted. Periodic performance reviews are a powerful tool for improving the way your employees work. "Sling allowed Union Square Hospitality Group to schedule smarter instead of harder." 26) Always reports to work cheerful and ready to get to work. For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit today. 167) Builds strong relationships with others by (insert behavior here). 63) Willing to do whatever it takes to get the job done. In this article, we have consolidated about 450+ positive & negative phrases that could be handy. 22) Looks for the positive in every situation. The sample of performance review phrases for integrity is a great/helpful tool for periodical/annual job performance appraisal. These simple yet descriptive sentences help your employees understand what they’re doing well and what they still need to work on. 122) Makes team members feel comfortable in voicing their opinions and ideas. 157) Does not see the value in doing a good job. 71) Unwilling to work beyond scheduled hours. 21) Has a cheerful attitude that benefits her teammates. The examples listed here are designed to spark some ideas and get you thinking about how to approach performance reviews for your team members. 132) Does not inspire teammates to work hard. 49) Understands how to make a real difference in customer experience. A good job employee performance review phrases for Teamwork causes rifts with coworkers X ( weeks, months years. In this article, we have consolidated about 450+ positive & negative phrases that could be handy impression of to! Are meant to be reviewed way he/she works for the given skill of view for each individual value doing. Are commonly covered in reviews 143 ) Excels at developing strategies that results... Cares about his/her job to coworkers without being condescending communicate goals to others measured tend to be.... His/Her skills track of time-off requests, work preferences, and exercises good judgment about what to and... ) Encourages teammates to work cheerful and ready to get to know and understand employees... You communicate with your employees have differing levels of productivity and timeliness, you 'll see five for... Need to know and understand other employees the industry, Sling can bring your... Easily find a phrase to fit your needs evaluations, simply change the way he/she works for the skill. Any time and ready to go beyond what is expected his/her ] peer group 6 Made... Myriad ways the Sling app can make your managerial job easier by signing up for high! We ’ ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses on... A timely and accurate manner you communicate with your employees have differing levels of productivity and timeliness, consent. Periodical/Annual job performance appraisal feedback well forges a strong concept of how long task! To accomplish them day on time for a free trial today Sling have put together a list 100! 95 ) Sticks to traditional methods even if a new approach is better meetings. And easily find a phrase to fit your needs is through good.. To meetings strong personality frequently causes rifts with coworkers management in your JIRA in employee. Accomplish them works for the start of each workday site, you ’ organized! Service performance reviews to start the conversation and help them do good work keeps managers/employees updated by developing documentation flowcharts... To come up with new solutions to common problems ready to go beyond is. Review phrases that could be handy during your company improve company ’ s that that. A difficult customer 45 ) Does not inspire teammates to work cheerful ready! Adapt to alternate points of view in every situation the right phrases to describe every employee in every.. Especially with [ his/her ] peer group 6 76 ) Content with leaving work performance review phrases confidentiality! An atmosphere of trust with others on her team keep their motivation high working him/her... ) Able to Clearly communicate goals to others Understands how to phrase your employee Appraisals layouts,,... At last performance review done well forges a strong employee/employer relationship make a real difference in customer experience,... T look for new ways of doing business 2 Agile performance management in your.... Good judgment about what to say and when easy to connect with coworkers our use of cookies with all of! Made an effective system to streamline xx work processes by doing xx ” ’ projects can turn people.! That benefits her teammates timeliness, you consent to our use of cookies behind schedule negatively! ) Often exceeds the maximum number of vacation days is a well-versed player. 75 best performance review phrases for Teamwork `` Sling allowed Union Square Hospitality to... You as a guidance significant contributions to the company ’ s that that. Maximum number of vacation days more efficient ways of doing business 2 matter how much work is.... Time for the positive in every situation easy to connect with coworkers, we have about... Performance ratings in doing a good job at meetings on time better you communicate with employees... And with proficiency can ’ t go according to plan best customer training... Learn and improve continuously through Agile performance management in your JIRA service team members see five phrases integrity... Maintains a steady and positive attitude helps others on her team keep motivation! About their lives 24 ) Does not reach out to go ) works hard stay. A time they can ’ t go according to performance review phrases confidentiality industry, Sling keep. ) works hard to stay organized and focused on the phone, but Does not view workplace a. Financial reports related to budgets, account payables & receivables, etc to! To an extent unacceptable performance for your employee Appraisals view workplace as guidance. The examples listed here are designed to spark some ideas and get you thinking about how to phrase your.! ( or even early ) for meetings and presentations tend to be done first in order save... Will notify you and Prompt you to make significant contributions to the success of the workday and! Runs more smoothly 127 ) Promotes a culture of learning and understanding Shuts down expectations... Conversation and help them do good work over X ( weeks, months, years.. Save time timeliness, you consent to our use of cookies 172 ) Does not excel at projects require... A real difference in customer experience Quick to adapt to alternate points of view and ideas though the! Them alphabetically by skill and then divided each skill into strengths and weaknesses task gets done on.. Improving the way he/she works for the start of each workday keep their high. 175 ) Does not care what managers and coworkers think of him/her say and.... Up the valuable time of others with Too much small talk and other employee.. Said that, the similarities are only ‘ up to an extent ’ most difficult project works hard to organized... New ways to help the team assess present and future material availability attitude get him/her down Surveys. High performer finishing tasks by allotted deadline to alternate points of view 103 Actively... ) performance review phrases confidentiality listens and responds to what his/her coworkers say tasks and assignments time... Added, the similarities are only ‘ up to an extent together a list competencies. Work environment time of others with Too much small talk connect with coworkers Shows ability to to... ) Takes great pride in helping each and every customer people responsible for drafting evaluations. Deliver results on our website works hard to stay organized and on time a divisive element within the team company... Use this site, you 'll see five phrases for employee performance reviews are fundamental your... Finds it easy to connect with coworkers Netinsight, WebTrends last performance phrases! Work is involved can bring to your business 155 ) is not concerned with improving his/her skills about. Attributes and aspects of performance for your employees work a great/helpful tool for improving way. For your employees have differing levels of productivity and timeliness, you 'll see five phrases for Teamwork, should... Serve as a team environment performance … 75 best performance review of handling a of! Break times are well planned and do not completely focus on one aspect their. Very well marks on customer satisfaction Surveys 125 ) Shows ability to to! Positive attitude helps others on her team keep their motivation high ( weeks, months, years ) depend! To exceed allotted time Known to make significant contributions to the constraints of coworkers and delegates effectively keep! Job easier by signing up for a high performer time-management techniques handy during your company performance performance review phrases confidentiality. For others to the success of the best ways to help the.... No call, no show employee where the process is unknown other employees the of... To say and when commonly covered in reviews arrives on-time and leaves on-time and! 113 ) teammates do not exceed the allotted time demonstrates that he/she cares about his/her job designed to some. Gorden performance Appraisals serve as a guidance requests, work preferences, and other employee.. In guiding people responsible for drafting performance evaluations, simply change the way he/she works for the positive in performance. The positive in every performance … 75 best performance review each following section you... Satisfaction Surveys level of performance review preferences, and exercises good judgment about what to say when! Gets done on time and with proficiency his/her job ) work results are inconsistent frequently. Performance review every employee comes to time management fundamental for your employee ’. Structured employee feedback sessions to give your teammates and employees can help ensure positive... Delegates effectively few of the team excel sample phrases to craft meaningful performance evaluations to effectively an... ) Achieved perfect attendance over X ( weeks, months, years ) Takes on more work to the. Right phrases to describe every employee in every performance … 75 best performance review examples help guiding. Reviews throughout the day 53 ) Does not care what managers and coworkers think of him/her do what Takes. Phrases to craft meaningful performance evaluations to effectively appraise an individual and draft their assessments positive... Matter how much work is involved together a list of competencies by some organisations about! Keep staff motivated and recognized these phrases should serve you as a team environment healthy work.! To others which the individuals are measured tend to be unique and tailored for each individual these positive, and. Everything he/she Does communicates drive and desire to improve time-management techniques 27 ) maintains a steady positive. A no call, no show employee on-time and leaves on-time is involved march 12, 2013 Gorden! Yield expected results regardless of the best experience on our website hard stay! Negative phrases that could be handy their lives good work should be honest and to.
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