Performance review sentences
Performance reviews provide a great opportunity for HR managers and business owners to point out what their team members are doing right. It can also be an excellent time to boost employee empowerment. However, review time can also present a number of challenges. This is especially true if one of your employees needs to make major improvements in certain areas. It can be useful to have some starter performance review phrases handy to help you conduct a professional and in-depth review that provides valuable feedback and avoids hurt feelings or defensiveness.
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- 10 Thoughtful Self Evaluation Phrases for Job Knowledge
- 32 Performance Review Phrases By Skill (With Examples)
- 450+ handy performance review phrases sorted by functions
- 50 Valuable Phrases for Employee Performance Reviews
- 2000+ Performance Review Phrases: The Complete List [Performance Feedback Examples]
- Performance Measure Examples
- 94 Example Performance Review Phrases and Comments for Skills and Competencies
- University of Washington Human Resources
- 100 Useful Performance Review Example Phrases
- Self-appraisal – Why, How to write, Examples, Phrases, Templates, Guide
10 Thoughtful Self Evaluation Phrases for Job Knowledge
The opportunity to create a socially-based feedback system feels even more urgent during the COVID crisis since many people are working remotely and without the same level of daily interactions with managers. A social feedback system provides the employee a larger amount of feedback often 50 or more instances over the course of a year from peers and others.
Look around an organization in and you likely see some examples of the shimmering panoply of 21 st century technology. You may see more flexible, agile teams, and people working seamlessly across time zones and continents. But there is one obvious legacy of the last century that often remains untouched and out-of-date: the performance review process. Additionally, the end-of-year performance review often becomes a negotiation around compensation and promotion rather than a true development discussion.
The future of the performance review is especially relevant as companies adopt new ways of working. In these models, teams and small organizational units have both autonomy and accountability for results. There is no formal boss, so the traditional boss-employee performance management system is no longer applicable. Whether your company is considering a team-based structure or not, we believe there are ways to reinvent performance management and make it more valuable and less boss-centric.
The opportunity to create a socially-based feedback system feels even more urgent during the COVID crisis, since many people are working remotely and without the same level of daily interactions with managers.
Instead of a performance review created and discussed solely with the boss once a year, the employee receives a larger amount of feedback often 50 or more instances over the course of a year from colleagues. This feedback captures the view of their performance and behavioral attitude from the people the employee has been working with on a regular basis.
Because the system generates a larger amount of feedback, each individual is less subject to the potentially biased view of a single person: the boss. But in this model, the boss is not the only person providing that feedback to the employee — colleagues, peers, and even other managers offer timely input. The logical place to start is with other members of the team.
In agile practices, teams meet to review their work in retrospective meetings and offer feedback to each other. In those settings, the team, rather than the individual, is generally the focus, but it is an important template for how performance analysis and development can be shared across more people. Google has a simple peer selection practice for this purpose.
Googlers suggest a list of colleagues to their manager and their manager has to then approve that list after considering whether the selected people are close enough to the employee and their work to provide substantive feedback.
Googlers select both peers, senior managers, and more junior colleagues in order to capture several perspectives. All feedback has the same weight. That information is analyzed and aggregated by the manager and discussed in regular check -in meetings as well as in a performance summary and discussed with the employee at the end of the year for career development and compensation decisions.
Feedback should generally be open, direct, and transparent — or at least that is the usual aspiration. But what if the culture of the company is not mature enough to sustain an open system when feedback can come from any peer or collaborator? In such cultures, people fear creating conflict or damaging relationships by delivering negative feedback.
We can again turn to Google for an example of how this can work — in its peer-performance feedback system, it shows its employees anonymous peer review content. Only managers have access to see the reviewers. They kept them fairly simple: People were asked to identify things that colleagues should stop, start, or continue. In the beginning Netflix used an anonymous software system, but over time shifted to direct feedback, and employees held their s face-to-face with guidelines on how to use candor and be frank.
There is no one-size-fits-all answer on anonymity. If the organizational culture is not ready for a free and frank exchange of feedback among colleagues, it is probably better to go for an anonymous system. With such skewed bell curves, the results are worthless. Timing is important when delivering feedback.
But there are some rules of thumb when moving away from the boss-centric performance review process. First, consider cadence. Requests for feedback should come at a specific cadence tailored to how an organization works — that could be a Sprint in agile or by quarter. Then consider volume. Moving to a social feedback system requires managing a large volume of feedback on a single person; but that feedback needs to come from a wide range of colleagues and not from a focused, inner circle.
A prompted system puts guardrails in place to ensure that managers get large and similar volumes of feedback for each employee. Praxis Precision Medicines, a Boston based biotech company, issues requests for feedback at the end of each month with a target of around pieces of feedback for a single person in a year.
This is aided by Microsoft Office Analytics, which identifies the people with whom the employee interacted most. The system sends automatic requests for feedback to 10 of those collaborators. In a team-based organization where teams are self-administering and hierarchy is flat, logically all feedback would be equal. In other words, if people provide a consistent negative feedback on one aspect of performance or behavior, such feedback will most likely reflect the sentiment of the overall company.
ENEL, a global utility company, has adopted a social feedback system through a proprietary, internal platform. Employees can request feedback from anyone with whom they have shared a job activity at any time. Peers can freely decide whether to evaluate the performance of their colleagues. All feedback has equal weight and is aggregated in monthly, quarterly and annual reports which are visible to the employee and managers at any point in time.
Since truly social feedback generates a large number of pieces of feedback on any single team member, the feedback itself needs to be simple and quick. It should take no more than a few minutes.
In some companies, every single team member is requested to provide pieces of feedback every few weeks, at the end of a project Sprint.
Based on our experience with traditional performance management systems, to prepare and deliver a single review takes hours on average. This is not feasible in a social feedback system targeting hundred s of pieces of feedback per person and asking each person to provide the same number.
The employees of ENEL use their internal platform or app to provide such feedback. A user can click on each of the feedback categories they have observed and then has two choices on a simple binomial scale: appreciation or opportunity for improvement. Giving feedback takes on average no more than 5 minutes. Even without going to the extreme of a binomial scale, simplicity is a notable trend.
Google simplified its manager and peer-feedback systems scale and survey questions. What are the potential drawbacks to such a system? The biggest one may be managers themselves — they tend to not like it because they see their power to review direct reports to be partially stripped away.
To mitigate such pushback, it is important to educate managers on how this can improve and evolve their development conversations. In such system, managers play a key role in integrating all the different feedback, interpreting it, and distilling suggestions for improvement.
Organizations need to start designing performance management systems for and beyond. After three cycles, you usually have enough feedback data to evaluate whether such a system could move the needle for the rest of your company. You have 1 free article s left this month. You are reading your last free article for this month.
Subscribe for unlimited access. Create an account to read 2 more. Employee performance management. In an era of agile teams and self-management, social feedback is key.
Read more on Employee performance management or related topics Feedback , Giving feedback , Covid and Leading teams. He is based in Boston and Milan. He can be reached at adifiore ecsi-consulting. Follow him on twitter alexdifiore. He is based in Boston and can be reached at marcio praxismedicines.
32 Performance Review Phrases By Skill (With Examples)
Asking employees to do what's known as a self-evaluation is a normal part of the performance review process. In other words, we ask them to analyse and reflect on their performance and their contribution to the company throughout a given period and put it in writing. To ensure we receive accurate, complete and honest self-evaluations, especially when doing so for the first time, we recommend looking at other employee self-evaluation examples or use pre-designed templates. The HR team can also provide a script or questionnaire on how to write a performance evaluation self-evaluation as a reference for employees. Below, we take a look at some examples of self-evaluations for performance reviews to clear any doubts:.
450+ handy performance review phrases sorted by functions
Encourage initiative. An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. Therefore, a way out of this is to use a performance review phrase. The number of tasks Performance Review Phrases For Initiative may vary greatly from subject to subject. The writers there are skillful, humble, passionate, teaching and tutoring from personal experience, and exited Performance Review Phrases For Initiative to show you the way. I had a problem with my payment once, and it took them like 5 mins to solve it. We don't provide any sort of writing services. Jan Diver - Employee Evaluation.
50 Valuable Phrases for Employee Performance Reviews
You haven't yet saved any bookmarks. To bookmark a post, just click. Being a manager in the 21st century is not at all a child's play. The work culture now demands the managers to lead the workforce by adopting multiple roles as a motivator, a mentor , and a leader all at the same time.
2000+ Performance Review Phrases: The Complete List [Performance Feedback Examples]
Sophia Lee. The art of giving clear, intentional, and valuable feedback is tricky to master, which is why so many employees have experienced underwhelming performance reviews. At Culture Amp, our mission is to build a better world of work. Useful feedback, an effective performance management system , and the overall employee experience are inextricably intertwined. Self-evaluations can be awkward. One way to combat this mental block is to utilize phrases that are more objective in nature.
Performance Measure Examples
Employee performance reviews are prone to criticism and ineffective at motivating performance. Learn our 13 tips for effective employee performance reviews to create a bigger performance conversation strategy and drive success. January 4, 12 minute read. The employee performance review has received a lot of criticism in recent years. Traditional employee appraisal processes have been causing headaches for both managers and employees. And most employees believe performance reviews are not effective at driving performance. But success-driven organizations know it must be part of a bigger performance conversation strategy.
94 Example Performance Review Phrases and Comments for Skills and Competencies
This article on self-assessment performance management strategies was originally published in September All relevant copy and statistics have been updated as of April Solid performance management strategies are a culmination of multiple approaches and performance tracking techniques.
University of Washington Human Resources
Sample performance review comments: Managing employee performance. Competency, rating and performance resources for managers Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time. A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve.
100 Useful Performance Review Example Phrases
If you do annual performance reviews, it's important to get it right. This is key to boosting employee engagement. If you're a manager, these are great ways to communicate with your reports. If you're an employee, these can work equally well for your self-evaluation. Think about that! If you want more inspiration, these performance review examples are based off the book Effective Phrases for Performance Appraisals. When you include these in your performance reviews, you'll communicate positive and constructive feedback more clearly — which is exactly the kind of useful communication employees need.
Self-appraisal – Why, How to write, Examples, Phrases, Templates, Guide
You want employees that turn in quality work and that work well with others. Employees that follow the rules and go above and beyond what is expected help your company thrive. Use these top 75 quality of work performance review phrases to help your employees understand where they excel and where they may need to change. The phrases can start a helpful conversation to elicit the changes you need in your employees while praising them for the work they do right.