Your annual review has two parts: a written evaluation and a one-on-one meeting with your supervisor to discuss the evaluation. The following are common types of work quality. 148) Puts high value on doing a good job. The phrases are organized by the different skills, attributes and aspects of performance that are commonly covered in reviews. Work quality is the value of work delivered by an individual, team or organization. Accuracy: Exceeds Expectations Phrases. Performance reviews provide a great opportunity for HR managers and business owners to point out what their team members are doing right. Honest performance reviews can help employees improve their performance and be more engaged in their work. Manages time well by making sure that the work delivered is of the highest quality. Then, you can share the numbers with your employees and discuss them. Finding the right performance review phrases for quality can be difficult and quality can be difficult to measure in certain job roles. Log in, Performance Review Phrases for Productivity, Performance Review Phrases – Communication, Performance Review Phrases – Accountability, Performance Review Phrases – Results oriented, Team Building Activities for the Workplace. 3. Quality/accuracy of work 2. Therefore, the following appraisal phrases shall be useful in quality of work … By using some of the above performance review phrases, you can make employee appraisals a positive and empowering event. ; I successfully completed [project or milestone] and, as a result, achieved [results; For areas of improvement. Management by objectivesA way to structure the subjective appraisal of a manager is to use management by objectives. Though Anthony displays a passion and talent for reporting, his inability to work effectively as part of a team hinders his success. A performance review is intended to help the employee work closer to his/her fullest potential. A consolidated list of positive & negative employee performance review phrases that could be handy during your company performance review process. While it may not seem like it when you have to hand down a poor performance review, workers actually crave the feedback that you provide them. 147) Always at the top of the performance-rating scale. Quality of Work. Conducting an employee appraisal means using the right phrasing to delineate levels of the employee’s abilities, whether they excel or need improvement. Amount of Work Performed - The volume of work produced in relation to the amount of work requiring completion or attention. A job competency bank is used as a comprehensive behaviorally-based performance description that employees and their managers can use to measure and manage performance and establish development plans. The rating scale for Performance Planning and Review is made up of five factors: Poor, Needs Improvement, Meets Requirements, Exceeds Requirements, and Outstanding. Quality is a term to describe the accuracy of the employees work. • You set a wonderful example for others. A performance review is a regulated assessment in which managers assess an employee’s work performance to identify their strengths and weaknesses, offer feedback and assist with goal setting. Keep in mind that these phrases are valuable for employees who are exceeding expectations and for those who might be falling short. Unfortunately, he often fails to meet deadlines and lacks consideration for others. B. Employees that go Beyond What’s Expected, Providing Excellent Quality. Choose the right time and attendance system for your business. Problem-solving skills Often, businesses use a numbered system to rate employee performance. If no matching phrase is found, you can also see a general list of performance review phrases and choose a … Check out these top phrases to help start the conversation and to help your employees become more productive. Here, we give you some examples so that you know how to give your comments during the performance appraisal process. How accurate, effective, complete and neat is the employee’s work? This gives employees the chance to improve regularly, rather than once a year. If that’s the case at your company, fill out evaluation forms based on documented data, such as sales fi… They are also convenient for both your staff and supervisors to come together and find common ground. Attendance and Punctuality. The frequency and depth of the review process may vary by company based on company size and goals of the evaluations. Management by objectives is a management model aimed at improving the performance of an organization by translating organizational goals into specific individu… 152) Does not take initiative unless prompted. 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… Workplace performance appraisals and reviews can often be challenging for managers and supervisors. Typical reviews go over key points of an employee’s performance, including: 1. Describing an employee’s skills in accuracy and detail-mindedness means more than saying, “Has a strong/good/poor eye for detail.”. Completion of Work on Schedule - The extent to which an employee completes work within given or reasonable time limits. I demonstrated [behavior] when I [example]. And there are many resources out there that list forbidden performance review topics like personalities, rumors,… Phrases for Unacceptable Performance • I need you to focus more on the accuracy of your work. Performance review phrases for self-evaluation. 150) Wants to improve at everything he/she does. It can also be an excellent time to boost employee empowerment. Commenting on someone else’s performance can be a difficult task, especially if the individual is not able to take it positively. • Please continue to work at the high standards you have. These checklists and tips help guide you through preparing for performance evaluations, conducting employee reviews, avoiding common appraisal mistakes and pitfalls, and following up with employees after the appraisal is complete. They can also help you navigate cross-cultural differences effectively and provide gentle guidance while still maintaining morale.You will find that your employees will feel better about their performance and even strive for greatness, as these valuable phrases will certainly give them confidence. Performance reviews may help employers to: Give feedback to employees on their current performance and make organization expectations clear. In order for the written feedback on your evaluations to have a long-lasting impact, you need to focus on the … Save your organization costs by eliminating inaccurate reporting. • 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), • Exceeds expectations in arriving on time for meetings and conferences • Improved attendance at non-mandatory training and meetings • Has not met goals set out for arriving on time as set out at beginning of review period • Completes deadlines in a timely manner • Respects the time of others by arriving at team meetings on time, • Has greatly improved on hitting production goals on (x) since last review • Has not displayed consistent productivity improvement since last appraisal • Exceeds output expectations set out for his/her department • Makes a large contribution to the overall success of his/her department through excellent productivity • Consistently falls below others on the team regarding work output, • Displays improved listening skills in meetings with colleagues and managers • Excels at communicating project expectations to those he/she manages • Needs to work on fully understanding a situation before making defensive explanations • Effectively communicates with team members on projects and delegates when necessary • Builds company morale and cooperation through effective group facilitation, • Effectively collaborates with other team members to get projects finished efficiently • Shows improvement delegating tasks to others when overwhelmed • Excels at sharing knowledge and tips with new team members to help them become part of the team • Could work on helping team members complete tasks for overall success of project • Has a tendency to make others feel hesitant asking him/her for help as they do not know the reaction they will get, • Shows ability to come up with new solutions for problems when old ways of thinking are ineffective • Tends to shut down instead of finding new ways of working when expectations are not met • Displays improvement in taking on new tasks or changing workflow when situation requires • Rigidly sticks to traditional methods of project management even when results do not warrant it • Consistently uses constructive criticism to improve his/her skills and work processes, • Shows curiosity for new ways to thinking and communicating to improve projects and customer satisfaction • Continually pushes for more responsibility and shows willingness to put in extra hours • Is continuously striving to improve skills and production • Lacks the initiative to willingly take on more complicated tasks or projects • Tends to wait for projects to be handed to him/her rather than requesting more responsibility, • Needs to work on talking to employees on their level without being condescending • His/her team often comments on how he/she makes them feel comfortable in voicing opinions and ideas • Clearly understands strengths of team members and delegates accordingly • Displays a strong worth ethic that effectively motivates team members to excel • Promotes a culture of learning and understand that team members respond well to, • Appears to be hesitant when it comes to taking creative risks that are outside the box • Has a vision for the future of the company and applies creative ideas to help implement it • Always contributes fresh ideas at team meetings and on projects • Fails to reward those under his/her management for innovative ideas or suggestions • Strives to always take new information into account and adjust plans accordingly, • Has displayed capability to solve complex problems independently, but tends to defer to others on the team • Shows creativity and initiative when tackling complicated problems • Tends to make excuses and blame others on team when problems arise instead of working to solve them • Recognizes problems when they are at early stages and implements solutions proactively • Empowers those he/she manages to solve problems on their own. 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