✓ He has a natural ability to put others at ease and this is an important asset. He always seeks new ways to improve himself. ✗ He works to promote the company’s mission and vision. ✗ He implements plans swiftly and effectively. He regularly talks to his employees to ensure work is on track. ✓ He tries to understand the employee’s point of view. ✓ He had a difficult beginning but he and his team achieved the best performance of all groups in the company. ✗ He fails to actively resolve the problem of poor performances at work. ✗ He often tries to offset responsibility onto others. ✗ He is unable to concentrate on his work. ✓ He consistently makes error-free products. “You always meet your deadlines and make the best use of your time.” His lack of focus means that tasks take longer than they should. ✓ He always looks for new challenges and makes the work environment better. ✓ He artfully helps customers overcome objections. ✗ He rarely achieves his monthly performance targets. ✗ He is uncomfortable when faced with any awkward problem. ✗ He should make a work plan for each week. ✓ He is very detail minded. ✓ He is a friendly communicator and has built a rapport with every division in the company. He helps to remedy the situation instead. He does not have a good connection with his staff and this affects the team’s performance. ✓ He listens carefully, and sincerely considers the ideas of others. ✗ He does not exchange class concepts to with colleagues though she still joins the training sessions. ✓ He took over the worst team of the company, but he managed so well that he has developed every member to be one of the most effective employees in the company. He never ignores any detail of his work. ✓ He enthusiastically comments about the method he is using to fulfill a task. ✓ He is creative and finds ways to correlate ideas with actions. ✗ He doesn’t focus on details of his tasks. ✓ He cannot afford to disappoint his client. ✗ He has been the cause of concern from vendors because of his integrity. Here are a few to consider. But interpersonal conflicts and strict hierarchical work culture can hinder an employee from expressing freely. He continually seeks to expand the horizons of the company. ✓ He is able to bring out the best out of those in the team. ✓ He is approachable and responsive to customers and others. ✓ He champions new ideas, objectives or tools. ✗ He is a capable manager but he is unable to influence people like a true leader. In short, effective review phrases can improve an employee’s performance and help them progress. ✗ He needs to work on adapting better to new systems or technologies. ✗ He violates company standards and expectations regarding employee integrity. ✓ John is very hard-working. Workplace performance appraisals and reviews can often be challenging for managers and supervisors. ✓ He suitably counsels employees who engage in inappropriate behaviors. d. “You hold employees responsible for their performance.” He does not stop until he has produced excellent results. ✓ He builds an atmosphere of trust within his team. He can give the most innovative and effective solutions. ✓ He regularly contributes suggestions on how to improve company processes. ✗ He cannot commit his team towards the organization’s goals. ✗ He is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished. He should be ready to face changes. Clear communication makes employees comfortable with each other, makes sharing and exchanging ideas more frequent. ✗ He becomes uptight when the plan changes. ✗ He seems to shrink when he’s around others and does not cultivate good relations with his coworkers. He should consider the impact his attitude is having on others. ✓ He is always the first choice whenever we need a person to take on new technology. ✓ He maintains confidentiality, and exercises good judgment about what to say and when. ✗ He rarely shows appreciation for good performance. ✗ He has a tendency to trigger problems between his coworkers. ✗ He is indecisive. ✗ He constantly searches for different and better ways to accomplish goals. ✗ He understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. ✓ He creates good relationships with his colleagues, managers and staff in a professional environment. ✓ He arrives at work punctually and ready to begin and returns from breaks on time. One of the best ways to do that is to use performance appraisal phrases. ✓ He does not need guidance. ✓ He developed a [program/initiative] that delivered [x] results. ✗ He finds it hard to look for a solution to a difficult situation. ✗ He needs constant guidance in order to accomplish his assignments. He seems slow and indecisive when presented with a major issue. ✗ She lacks the skill to analyze a problem to discuss the core issues. ✗ He gives off an impression of superiority to those around him. ✗ He is cautious and afraid of confrontation which leads to him being averse to taking risks. ✓ He learns from conflict and makes appropriate changes. ✗ He seems unwilling to take risks, even when there is a compelling reason and clear upside. While interpersonal skills come naturally to some people, for some it can be cultivated with experience and knowledge. ✓ He has good relationships with all of her peers. ✓ He offers appropriate and innovative solutions to customer problems. ✓ He uses an arsenal of creative strategies to proactively solve a wide range of problems. ✓ He proactively shares progress towards goals. ✓ He appreciates the performance of staff and appreciates their loyalty. ✗ He is continually late for work and should improve this area by focusing on arriving on time each day. ✗ He pays such strong attention to his own tasks that he does not consider the needs of his teammates. ✓ He does not mind facing complicated situations and always finds appropriate solutions to offer to management. ✓ He shows significant interest in the project and he constantly generates new ideas. ✗ He is a good supervisor but he is not expert in this field. ✗ He easily loses focus when facing a complex situation. ✗ He seems unwilling to learn new skills. ✗ He lacks the excellence and skills detailed in his application. ✗ His argumentative attitude in conversations his colleagues can make them angry. ✓ He is very focused. ✓ He listens effectively to others’ ideas, problems or suggestions. ✗ He is more suitable to an individual-focused environment than a group-work environment. ✗ He doesn’t understand the key requirements of his job. ✗ Management has noticed that he takes longer breaks than he is allotted. ✓ He promotes a team-centered environment. ✓ He understands how to take daily tasks and motivate employees to meet a long term goal. ✗ He has little understanding of the competitive business landscape. ✓ He is open to listening to employees, as well as experimenting with new management techniques. ✓ He shows that he can develop creative solutions to solve problems. ✓ He accepts constructive criticism positively. ✓ He is one of the more technical employees we have on staff. ✗ He is excited and innovative when faced with unexpected obstacles. ✗ He produces a higher defect rate than his peers. ✓ He complies with the company regulations strictly. ✓ He is an effective listener. ✗ He Is a reliable performer and maintains a good schedule. There are two ways that creativity are essential in the workplace: creative thinking and... 2. He does not mind showing off his positive attitude to the team. ✗ He needs to continue to improve his technical knowledge through training and self study. ✓ His knowledge of his job surpasses the required level. ✓ He is a compassionate listener and makes each customer know he values their time. ✓ He does not initiate conflict and actually takes measures to ensure that conflict does not occur. His negotiation skills have had a positive impact on his career development. “You are a great team player. ✓ He makes a special effort to boost employee morale and create a positive work environment. ✓ He is very punctual and values the time of her colleagues and business partners. ✓ Be objective in considering facts or situations. ✓ His high standards of ethics are shown through all of his work on a daily basis. b. ✓ He manages his team well and receives good performances from them. ✗ He Is inconsistent in defining goals and objectives. ✓ He thoroughly plans and prepares for the unexpected. ✓ His attitude is a valuable facet of his management skills. ✗ Integrity does not seem to rank particularly highly on his list of priorities. ✗ He does not want to pick up any new techniques or skills. Here are a few employee performance appraisal comments to stir innovation and creativity: a. ✗ Bill has consistently shown he does not listen to his customers well. ✓ He always finishes the jobs faithfully, He performs at or above all our expectations. 65 per cent of employees say they want more feedback but nobody is giving it to them. He maintains the right attitude towards external relationships. ✓ He shows initiative at work by adopting new and appropriate methods to perform his duties. ✓ He is like good software that offers seamless backward compatibility. ✓ He is an excellent manager and he knows how to lead his staff to satisfy his expectations. ✗ He does appreciate that happy team members can affect his own job performance and this makes those around him unpleasant. This stifles the team’s creativity. ✓ He routinely uses his time efficiently. ✓ He is a great mentor who is very helpful to new staff. He abides by both the letter and the spirit of the rules. “She meets all company standards for attendance and punctuality.” ✓ He is able to listen as effectively as well as talk. ✗ He should work to improve his interaction with customers and how well he meets their needs. ✓ He is able to grasp complex technical concepts. ✓ His positive attitude and willingness to share his positive thoughts on any situation is highly appreciated. ✓ He respects his work timescales fully. Therefore, don’t misunderstand appraisals to be a program where you have to find faults or only praise someone. He applies any feedback to his current and future projects to ensure he is performing his work adequately.