He is easily upset by problems or difficult situations. ✗ He rarely innovates and when he does, it seems to be reluctant. 100 Performance Appraisal Comments For Your Next Performance Review. ✓ He always seeks ways to enhance his abilities and better himself. ✓ He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions. ✗ He has exceeded the maximum number of vacation days allotted. ✓ He quickly gets to the heart of the problem identifies the root cause. ✓ He completes work within established time lines. ✓ He meets customer expectations in a timely manner. ✗ He needs to know when to step back and let the team work. c. “She lacks a sense of urgency.” He attempts to do all the work by himself. ✓ He allocates tasks appropriately based on the prior assignments. Here are the latest tips and examples for leadership goals to be effective and meet the standards set by S.M.A.R.T. ✓ He involves others in problem solving. Leadership SMART Goals - Tips and Examples. ✗ He doesn’t spend enough time reviewing his work before handing it in as complete. ✗ If he has any doubts about his own company, he recommends a rival company in the interests of his client. He monitors his staff’s achievements. ✓ He is in a difficult situation: he inherited a team that frankly was a mess. ✓ He understands how to make sure that customers are satisfied. ✓ He always anticipates problems and thinks of creative solutions in advance. ✗ We cannot depend on him. ✗ He spends too much time on things such as email and Internet. ✗ He rarely pays attention to the details of his duties. ✗ He gets distracted and doesn’t reach his goals or objectives. ✗ He feels shy when he communicates with others and he cannot build good relationships with his colleagues. You need to keep up with your schedule so your coworkers can keep up with theirs too.”. Performance Review Comments You Can Use For Your Employees If you are a manager, then chances are that you have to write performance reviews. ✗ He doesn’t understand the key requirements of his job. Instead, conduct feedbacks that give employees an overall understanding of where they can improve and where they are excelling. ✗ He will blame others for missed deadlines and objectives. ✓ He has a positive attitude and he is willing to share his thoughts about relevant matters. ✗ He fails to provide managers with the necessary information when a problem arises. ✓ His peers, managers, and customers rate his handling of customer service situations as very good. ✓ His uncanny ability to connect with people is a great personality attribute in his role as a manager. ✓ He is a very creative person. ✗ He always accepts too many tasks and cannot cope with the huge amount of work in result. ✓ He empathizes with others who have opposing viewpoints. His natural ability to work with people is a great asset to our team. ✗ He is unable to develop performance improvement strategies. ✗ He refuses to delegate to others. They are constantly guiding others to progress and advance. ✗ He needs to establish an effective system for communication and information retrieval. Setup reminders if you want your team members to receive automatic reminders when their reports are due. ✓ He completes work according to promised deadlines. ✓ He refuses to be downhearted under incredible pressure. He is uninterested in focusing on achieving performance goals. ✓ She uses her knowledge of technology and innovates to avoid mistakes. He has never been late to business meetings. ✓ He is a big-picture thinker. ✓ He focuses on setting clear and achievable goals. ✓ He works well with clients. ✓ He encourages feedback from his customers. The like how she always encourages open communication. ✓ He establishes a corporate culture of reliability and caring. ✗ He demonstrate a management-by-crisis style, which means a responsive style. “You are a great team player. b. He rarely faces difficulty when he is faced with extreme situations. He shows willingness to do whatever is necessary to get the task done. ✓ He is very level-headed and handles stressful situations with ease. ✓ He maintains a business-like demeanor. ✓ He is good at understanding the technical nature of his job. ✓He clearly communicates goals and objectives to coworkers. ✓ He is the go-to person if the task absolutely must be completed by a given time. His level of voice is also inappropriate at times. ✓ He is careful and always thoroughly considers everything before he submitting any idea. (Source- Instructure), 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs. ✗ He lacks communication at work and is reluctant to support or offer assistance to those that need it. ✗ He can be the cause of conflicts between his coworkers. He should be more certain about his proposals. “Your direct and impersonal approach to handling discussions is ineffective in boosting the morale of those around you.” ✓ He always provides assistance when necessary, even beyond his normal fixed duty hours or at weekends. ✗ He is good at supervising, but he cannot manage his staff to efficient performance. ✗ He should concentrate more on the positive sides of his duties and his team. ✗ He does not believe in his efforts. ✗ He doesn’t want to share his knowledge in relation to the job with others. He plays these three roles well to manage his team. ✓ He has a strong sense of integrity that underlies all his dealings with vendors. ✓ He can find a point of connection with just about anyone. He does not mind showing off his positive attitude to the team. ✓ He is always ready to take over new tasks whenever needed. ✓ He understands the latitude to ensure customer satisfaction. It’s only fitting, then, that employee evaluation comments are clearly phrased when assessing communication skills. a. ✓ He is ready to share information and knowledge for the common development of all staff. "He gathers all the necessary facts and information before finding a solution to a problem." ✗ He does not convey a positive image of the company to customers. ✗ He demands reliability from others, but not from himself. He should work to improve his time management skills to ensure meetings begin and end as scheduled. ✗ He is reluctant to take on new responsibilities. ✓ He follows instructions with care and attention. ✗ He is unwilling to share his work or team responsibilities with others. They must arrive on time, take the designated time breaks to ensure efficiency and productivity. He tries to perfect his performance without prompting. ✓ He makes people feel at home with him. b. The performance review is the perfect opportunity for you to hear about each employee’s views on how things are going at a grassroots level. ✗ He seems more intent on accomplishing his own tasks rather than assisting others who might need help. ✓ His natural ability to work with people is a great asset to our team. ✓ He is friendly and open-minded so he creates good relationship with other team members. ✗ He should work to improve his interaction with customers and how well he meets their needs. d. “You hold employees responsible for their performance.” d. "She always comes up with unique yet practical solutions. We encourage him to develop solutions – or even recommendations – before asking for help. ✓ He is approachable and responsive to customers and others. ✓ He can freely converse with anybody around him. ✗ He has other coworkers deliver bad news instead of doing it himself. ✓ His investigative skills has provided a key resource for a team focused on solving glitches. d. “You regularly follow up with existing and new clients to make sure they feel valued and reminded about us.”, a. ✓ His team meets many challenges in scheduling yet he ensures adequate staffing levels at all times. He quickly turned the team around to one of our best performers. ✗ He does not want to listen to others. ✓ He is very active in asking for the opinion of his team members before making a decision. ✓ His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility. ✗ He always expects integrity from others, but doesn’t always display it himself. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. ✓ He consistently looks for new ways to help the team. ✗ His skill set does not meet requirements for the job. ✓ He has a high level of professional knowledge of his job. He has a strong work ethic. ✓ He gets on well with other people easily. ✗ He does not meet current standards for punctuality and/or attendance. ✗ He is unable to concentrate on his work. ✗ He cannot handle pressure well and makes quick decisions that are normally not the best. ✓ He handles projects conscientiously from start to finish. ✓ He pays attention to detail in every task he is given. ✓ He has received good feedback from his team and his managers. ✗ He has occasionally made misleading statements that have needed to be corrected. c. “You try to use your seniority to dominate your team members.” They all assist each other when needed. ✗ He should strive to aim a little higher when setting goals. ✓ He champions new ideas, objectives or tools. ✓ He takes on new responsibilities with minimal guidance or direction. e. "Instead of completing the urgent assignments first, she does the easier ones and puts off the urgent ones.". ✓ He encourages others to voice their own opinions. ✓ He takes the initiative to improve working relationships and foster feelings of mutual respect with coworkers and customers. ✓ He helps form alliances between his staff members and foster a team-first environment. He seems to always be in survival mode without focusing on the goals necessary to move his team forward. ✓ He is always improving himself and works well with others. ✗ He has become a constant well of fresh ideas. For recurrent questionnaires: no one forgets to answer because it sends, Increase workplace satisfaction by improving, Use status updates for future reference and. ✓ He is excellent at keeping written information about her assignments and projects. ✓ He instills a sense of confidence in his coworkers and project team by encouraging an atmosphere of openness. ✗ He does not monitor and follow up on her teams progress and as a result nothing is accomplished. He takes action to meet future customer needs or solve problems in advance. Here are a few to consider. He stands firm and the situation does not affect his attitude. ✗ He is too hesitant to make a decision. ✓ He understands clearly that to complete the projects is a team effort. d. “You are too afraid of taking risks on a creative solution.” ✗ He rarely cooperates with other departments or assists them to complete their tasks. The quality and quantity of work put in by an employee against the expectations set by the employer is the measurement of his/her productivity. ✗ He can offer potential solutions to a problem but struggles to identify the best solution. He addresses concerns directly with the individuals involved. His performance displays exceptional quality and accuracy. He believes his employees are should accept all responsibility for deadlines, objectives and results. ✓ He is very good at communicating and everybody appreciates his good behavior with others. He understands how to relate to people. e. “You respect others and give everyone equal opportunities to express their opinions.”, a. Workplace performance appraisals and reviews can often be challenging for managers and supervisors. His commitment to punctuality and attendance has contributed greatly to our team’s overall success. He does not take the time to help members of his team who are struggling to keep up. ✓ He Is helpful and diect in dealing with customer concerns. ✗ He does not share key information with colleagues because he fears he will be marginalized. ✓ He is flexible and has the ability to adjust to any situation. He must learn to improve his communications with other employees and management. This is where performance review examples come into the picture. ✓ He maintains positive work relationships. d. “You exceeded our expectations by delivering more than assigned work despite the tight schedule.”, a. “You are usually unable to calculate the time required to complete a task and therefore end up missing deadlines.” ✓ He always helps out to achieve the goals of the group. ✗ He often does not consider the situations that may occur while during performing his duties. His innovative steps resulted in a 25% increase in productivity for the team as a whole. ✗ He has not yet found a way to deal with situations in a group. She is never late to a meeting." ✗ He is usually reliable in his work, but there have been a few incidents where this was not the case. ✓ He tries to understand the employee’s point of view. ✗ He is far from an expert manager of staff. ✓ He uses sharp ideas and critical thinking ability to solve issues quickly. If there have been counseling sessions, letters of commendation or reprimand, or unofficial performance reviews within the rating period, the supervisor should keep documentation o… ✗ He relies on others in heated situations. “She meets all company standards for attendance and punctuality.” ✓ He promotes cooperation and teamwork. ✓ He is a servant-leader, who is always willing to help his team. ✗ He produces a higher defect rate than his peers. ✓ He has good knowledge of the technology and he knows how to apply it efficiently. “He works well with all types of clients.” You can use a wide variety of phrases in your evaluations, and understanding which ones to use will help those on your team learn what’s expected of them and how to perform better in the future. ✓ He never gets stressed in unexpected situations. ✓ He maintains good relationships with every department in the company through his skill in communicating with others. ✓ He always opts for the reputable route when given a choice. ✗ Many of his coworkers see him as unapproachable. ✗ He seldom takes part in discussions or meetings. ✓ He readily accepts constructive criticism. ✓ He fulfils his duty is by finding new challenges for himself. ✓ He respects other peoples’ time and priorities. "He is always hurrying in making his decisions without taking into account the full details of the problem." ✓ He has become a linchpin with clients. He didn’t focus on coordinating them toward one common goal. ✓ He is very good at managing his team to perform their tasks excellently. ✗ He tries to rationalize his less-than-meritorious behaviors. ✗ He needs to control his temper and attitude, he needs to learn not to react too strongly towards negative situations. ✓ He has created a team that works collaboratively to finish the project much faster. ✗ He rarely shows appreciation to his employees for a job well done. His understanding of the issues enables him to solve problems at a remarkable pace. He never risks doing anything innovatively. So, how should a manager comment in the performance appraisal process? ✓ He promotes a team-centered environment. ✓ He decides the most appropriate solution to an issue by considering the pros and cons of it very cautiously. ✗ He fails to think out of the box and prefers to do things the way they have always been done. ✓ He automatically works extra hours if that’s what it takes to get the job done right. ✗ He confuses the employees through different directions and guidance. He has had complaints filed against him for inappropriate responses to customer feedback. ✓ Monitor the process by frequently meeting with each member to show concern about their performance. ✓ He shares his job knowledge well with his peers. ✗ He does not understand the core basics of the job. ✗ He strives to satisfy his customers’ needs in any situation, even if the company may suffer financially. 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