Completed performance review examples look at the sentences

Performance review phrases will hold importance only when you have an effective performance review system in place. Annual performance reviews prove to be less effective as managers tend to highlight only the recent accomplishments of the employee, forgetting the earlier achievements that happened at the beginning of the review cycle. Performance reviews are important for an organization as it allows them to evaluate their employees and provide them with constructive feedback about the performance, competencies, strengths and areas of improvements. However, it is extremely important to use the right overall performance review phrases while writing the performance review report. Using them will improve the readability of the report and boost engagement among the workforce. The idea of the performance review is to evaluate the performance of the employee, therefore, the performance review phrases should be positive and encouraging and display potential for the employee.

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Content:

• University of Washington Human Resources
• 56 Performance Review Phrases (With Examples)
• Self-appraisal – Why, How to write, Examples, Phrases, Templates, Guide
• Performance evaluation – Definition, method, survey questions and example
• 50 Performance Review Phrases to Increase Productivity
• Performance appraisal
• 90 sample phrases for negative performance reviews

WATCH RELATED VIDEO: Self Evaluation - Performance Review Tips to Slay Your Self Assessment At Work

University of Washington Human Resources

In customer service environments, like the call centre, managers conduct performance reviews quarterly, monthly and sometimes even weekly, usually taking on a format. From this list, we can see that giving feedback and goal-setting are two of the main aims of a performance review. The phrases and advice below will help you excel in these two areas and help you to run the best performance review possible. Performance reviews offer you the chance to give good feedback to employees, to ensure that they know their good work is being recognized.

It is therefore good practice to start a performance review with some open questions that get advisors to reflect on their own success. Using these questions, you are immediately making the employee feel good about themselves, by focusing on what they have done well. Both of these methods help to create a natural environment where a performance review compliment can land in the right way.

Agreeing with a team member when they discuss where they have improved helps to create an environment where they are motivated to share more. Adding an example also helps to make your compliment sound more genuine and encourages the employee to repeat the good practice. Building on where an advisor has told you they have improved helps you to build a list of areas on which you can praise good performance.

Receiving multiple compliments can be very motivating! Employees like to know that the job that they are doing has meaning.

Making the connection between how the advisor is improving and wider organizational goals helps you to do this. This can help to foster a nice sense of community. Positive feedback is always best when it is based on facts and not hearsay. So use your metrics like quality scores, customer satisfaction and customer feedback to show the employee that their improvements are making a difference.

People are often motivated by their own personal development. By acknowledging this and supporting advisors with their development, you can encourage them to keep improving. Acknowledging when an advisor has positively adapted their call handling as a result of a previous performance review and thanking them for that is a nice way to better ensure that they will do so once again in the future.

Pinpointing great behaviours and actions, before explaining how they have benefited the wider organization, is a great way of encouraging advisors to sustain and repeat good performance. Showing advisors that their good work was appreciated by customers is a nice way of building a customer-focused culture. In the customer service environment, there are always little positives to pick up on. Maybe the employee is hitting their schedule adherence targets, creating good working relationships or is celebrating a work anniversary.

There will always be something. To do this, you can once again use an open question like: Where do you feel there is room for you to improve within the next X months? This ensures that your performance review has tangible outcomes. Let them try to come up with their own solutions, so they take responsibility for their own growth. When an employee responds to your open question regarding how they can improve performance, each of the following phrases will help you to steer the conversation into a constructive and positive direction.

Asking the employee to write these actions down is good too, as it encourages them to make a commitment. Getting the employee to come up with their own ideas for improvement increases the likelihood that they will buy into the idea and invest more energy into their own development. This will encourage them to dig a little deeper when you then ask for the specifics. Then, you could ask the employee: what would you have done in hindsight? Keep going with the open questions, so they lead the conversation.

To find more of our advice on giving negative feedback constructively, read our article: 9 Ways to Deal With Underperformers — Without Neglecting Rising Stars. From this, you can find something that you can encourage the employee to continue to do. Then, with this positive start, you can bring in something which the advisor can begin to do to improve their performance even further.

With this positive start, you can bring in something which the advisor can begin to do to improve their performance even further. The Continue and Begin technique can also help you in other situations in which you give feedback to an employee within the customer service and call centre fields. Quality monitoring sessions are a great example of such a situation. To hear more from Nick himself on how to make the Continue and Begin model work in the contact centre, listen to the following episode of The Contact Centre Podcast.

When an employee has a problem, they often blame management. This can be fair criticism that is useful in helping managers improve.

So, use this question to create a safe space for employees to air their grievances, instead of letting those grievances build into resentment. The ideas that employees have may also help you to better support them. A successful working environment is often built on purpose, potential and play. This play part is important, as everybody wants to have a little fun at work. However, fun works best when the team buys into all of your ideas to improve employee engagement.

Employees are more likely to do this if you include some of their ideas in your engagement strategy, and you can collect their ideas by asking this question in your performance reviews. Everybody is motivated by different things and if you know what best motivates individual team members, you can tailor your reward and recognition programme to best suit them. The environment in which your team works can have a significant impact on their output and asking this question can alert you to some problem areas that are negatively influencing performance.

You can even use this question to find enthusiastic team members who may want to help out in redesigning your workplace, which may really help to boost their morale. Finding out the skills and hobbies of your workforce gives you an opportunity to help them find ways to better use these in the workplace.

For example, people interested in IT can help code new website functions, people interested in video creation can make how-to videos for customers and so on. Employees are motivated by having a purpose, so ensuring they know how they help your organization to better meet its goals is important.

Asking this question helps to reaffirm this purpose, while it should also be a message that is spread around the workplace by leaders too. When you know what an employee likes about how you operate, you can go even further in this direction. But not only that, when you know what an employee likes about how you operate, you can go even further in this direction, to better satisfy them and potentially provide more meaningful rewards.

A lack of career progression is so often the cause of attrition in customer service, but by engaging with employees about their future ambitions, you can work together to create a progression pathway for them.

By having this conversation and coming up with a plan, you can keep your best employees and motivate them with meaningful opportunities for career growth. Use this question to find out where and how you can do more if employees feel as though much of their hard work is going unnoticed.

Remember, you cannot continuously motivate advisors if you are only recognizing their good work during a periodic formal performance review. By closing the performance review like this, you are setting expectations, so the employee knows the timeframe in which they can implement their action plan. Also by using this phrase, you are holding the employee accountable for their progress, while signposting where they can go if they need any further support. For more of our advice on giving feedback in the contact centre, you can read the following articles:.

Related Articles. Filed under - Skills , Language , Performance Management. What Happens in a Performance Review? These s will include a topic where the leader initiates a conversation in which they: Give feedback to the employee regarding their performance since the last review Identify areas in which the employee is doing a great job Identify areas in which the employee can improve Make the expectations of the organization clear Create goals with the employee Offer pay rises and sometimes promotions From this list, we can see that giving feedback and goal-setting are two of the main aims of a performance review.

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56 Performance Review Phrases (With Examples)

For some lucky employees, now is the time of year when their company rewards them with an annual bonus. If they have met or exceeded their goals for the year, they receive a bonus—sometimes a percentage of their salary and sometimes a fixed amount. Bonuses are not automatic. Often employees have to evaluate their own performance, telling their manager and anyone else who approves the bonus how well they have done in accomplishing their goals. For you enviable readers who are expecting a bonus, here are a few tips on how to write about your performance this year. The rest of us can use these suggestions anytime we are describing our accomplishments or writing a self-appraisal.

Self-appraisal – Why, How to write, Examples, Phrases, Templates, Guide

Performance reviews can significantly impact the value your employees bring to your business, for better or worse. The performance review experience can be nerve-wracking for many employees. This article will cover what a performance review is and the most important employee skills to assess. Strengths and weaknesses. Employees are made aware of the areas in which they excel or underperform. This is an opportunity to define performance expectations clearly. Employee progress. If a particular weakness was identified in a previous performance review, supervisors should comment on whether the employee has taken the necessary actions to fix it. Training opportunities.

Performance evaluation – Definition, method, survey questions and example

Performance reviews are often viewed as a necessary evil rather than as a valuable communication tool. In a report by The Society for Human Resource Management Employee Satisfaction and Engagement, communication is a primary driver of employee retention and is one of the most pressing human capital challenges. Both team members and organizations can reap the benefits of practicing continuous communication rather than simply performing an annual review. In this article, experts share examples of the many ways managers can make performance reviews less of a chore and more of a resource for both supervisors and employees.

50 Performance Review Phrases to Increase Productivity

Feel free to use these samples to gain inspiration in developing expectations for your own employees. Some of these expectations are designed to be job specific, others are more general in nature. Be sure to tailor these samples to meet the needs of the specific job positions that you supervise. Consult your HR Office. Skip to Content. Toggle Main Southeastern Navigation.

Performance appraisal

Clearly, it's in your best interests to take a hard look at your performance before your boss does. You also have to assess yourself from your boss's point of view. Maybe you'd understand someone who left 10 minutes early on a Friday -- but would your boss? Robert Wilson is a partner in an employment consulting service called Job Bridge, as well as an author and a video producer of employment resources. Doing the work properly is only part of the equation. The other part is your attitude.

90 sample phrases for negative performance reviews

With so many employees, each with their own individual personalities, it can be difficult to come up with customized performance review feedback in a short time span. Despite that, employee performance review phrases remain essential for the future development of your team. These performance reviews support you as you acknowledge the work of your employees.

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.

As you draft your self-evaluation, think about your performance objectives and scope of work functions, duties, etc. In addition, you might refer to your Individual Development Plan IDP as it serves as your personal career action plan for skill building, professional development and career management. Review feedback you received, problems you solved, projects you completed, and initiatives you led or contributed to and write about it by briefly describing the event, your role, and the impact, if any. Next, consider what you have learned over the past year. Be thoughtful and provide relevant information. Describe ways you enhanced existing or developed new skills and how they helped support your performance objectives and personal development. Be clear, concise, and honest when writing your self-assessment.

When you communicate performance review phrases, it can help them feel valued and like their work makes a difference. This can lead to many benefits for both you and them as an employee. Learn more about performance phrases, how to write them and examples that can help guide your next employee performance review.