Sample performance review examples and

A performance appraisal , also referred to as a performance review , performance evaluation , [1] career development discussion , [2] or employee appraisal [3] is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. It is an element of the principal-agent framework, that describes the relationship of information between the employer and employee, and in this case the direct effect and response received when a performance review is conducted. A performance appraisal is a systematic, general and periodic process that assesses an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives. To collect PA data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods.

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Content:

• 60 useful performance review phrases
• 32 Performance Review Phrases By Skill (With Examples)
• Performance Review Resources
• Performance Appraisal Phrases: 200 Helpful Phrases For Employee Performance Reviews
• 4 Examples Of Performance Reviews That Inspire Greatness
• Documentation
• Performance Management Sample Comments

WATCH RELATED VIDEO: A Performance Review Example for Software Engineers (from an engineering manager)

60 useful performance review phrases

Business News Daily receives compensation from some of the companies listed on this page. Advertising Disclosure. A performance evaluation is an important tool for keeping communication flowing between teams.

Periodic evaluation is a chance for managers and employees to review the recent past and discuss expectations moving forward. An evaluation also serves as an opportunity to set goals, both as individuals and as teams.

Self-assessments can be equally useful for employees and managers. The evaluations are normally short, taking less than 15 minutes to complete, and have long-term benefits for all the involved parties.

Along with the performance evaluation often comes the self-assessment. An opportunity for employees to self-reflect and consider what their strengths and weaknesses are, self-assessments are not only important to growth as a worker but as a person. By critiquing their own work and behavior, employees can gain insight that helps them improve. Employees' self-assessments offer several benefits for managers.

They illuminate how the employees see themselves in the context of the team and the organization at large. They highlight any disagreements or misunderstandings between the manager and the employee.

Also, of course, self-assessments offer an opportunity for feedback to managers about what motivates and incentivizes an employee to do their best work.

So, from a management perspective, self-assessments — which contribute to autonomy and development — are incredibly valuable," said David Hassell, founder and CEO of 15Five. Despite its importance, writing a self-assessment is no easy task. Analyzing oneself can be immensely difficult, especially when that analysis is submitted to a supervisor for review. If you're having trouble getting started, these five tips will help you learn how to write a self-assessment.

Key takeaway: Self-assessments are important for both employees and managers as a lever of professional growth. One major goal of the self-evaluation is to highlight your accomplishments and recollect milestones in your professional development. A good self-assessment should point to specific tasks and projects that highlight your best work. When describing those accomplishments, employees should emphasize the impact those achievements had on the whole business to emphasize their value to the company.

This alignment is encouraging to any manager and conveys that you understand your role within the larger context of the company. Self-assessments aren't just about highlighting triumphs.

You should also critically assess the times you came up short. Being honest means pointing out weaknesses that could be improved upon or past failures that taught you a valuable lesson. Recognizing your own flaws is important to demonstrating your ability to learn and grow. Still, it's important to not be self-deprecating in your assessment. Timothy Butler, a senior fellow and director of career development programs at Harvard Business School , advised employees to use developmental language when critiquing the areas in which they need to improve.

This is what I've learned. This is what we should do going forward. It's important during self-assessments to never stagnate; humans are constantly adapting, learning and changing. Whether you've had a great year or fallen short of your own expectations, it's important to remain committed to improving and educating yourself.

Taking a moment to list your goals and objectives for the coming year during a self-assessment demonstrates that you are not content to settle. Adopting that framework prevents people from becoming too transfixed on their perceived failures and from becoming too attached to their triumphs. Managers will also see a willingness to improve and take on new things as a sort of coachability. If an employee has been struggling, making room for growth could improve their performance.

On the other hand, an employee thriving in their position requires growth opportunities to prevent boredom or stagnation. Tip: Take a moment to list your goals and objectives for the coming year during a self-assessment to demonstrate that you are not content to settle. When it's time to discuss your accomplishments in your self-assessment, providing hard data to show what you've done throughout the year is highly beneficial.

Employees and managers generally know how you have performed, but having concrete numbers to back up any assertion strengthens the validity of your self-assessment. You should always be professional when writing self-assessments. This means not bashing the boss for poor leadership or criticizing co-workers for making your life more difficult.

It also means not gushing in an overly personal way about a co-worker or manager you really like. Whether you are providing critical or positive feedback, professionalism is important. Being professional means giving the appraisal its due attention, like any other important project that crosses your desk.

Dominique Jones, chief operating officer at the BetterU Education Corporation , recommends treating your self-evaluation like a work of art that builds over time.

You'll be much happier with the result if you give yourself time to reflect and carefully support your self-assessment, she said. While the tips above can help you write a self-evaluation, few things improve the process like seeing an example firsthand. To that end, we've created a sample self-assessment to guide you as you create your own. Keeping things simple and using short, declarative bullet points are key to writing an effective self-assessment.

While the exact nature of your self-assessment might depend on your industry or your job description, this basic model can help guide you in writing a self-evaluation. Did you know? Keep your self-assessment short and simple by using bullet points. Along with the elements in the preceding sample, self-evaluation forms might ask you to address some more specific areas.

Your answers will give your employer deeper insights on how you view your strengths and weaknesses. Here are some tried-and-true phrases that managers like to see in a self-assessment. Performance is normally the most generalized area of self-assessments. These are some effective phrases to use on the form:. The reliability section will discuss how dependable you perceive yourself to be, so you could include these statements:.

For leadership, you should use phrases that demonstrate how you've taken the initiative in the workplace. Here are a few examples:. For innovation, the self-assessment is looking for ways that you solved problems in a creative manner.

Here are a few example statements:. For teamwork , you need to demonstrate how well you work with others, using phrases similar to these:. In this section, you're expected to talk about ways you have come up with solutions to common workplace problems. Here are a couple sample phrases:. Performance evaluations help everyone know where they stand and how they're performing, including in relation to the goals of the organization.

Often, workplaces engage in performance evaluations annually, but they should become an ongoing process to fairly and accurately evaluate employees and create a culture of constant communication and feedback. They are part of an ongoing and regular practice of reflection," Hassell said. It's too easy to focus on a particular experience or event and then create an overarching story around performance. This will prevent "recency bias," a type of tunnel vision that centers on recent events rather than the big picture.

It also creates an inclusive, give-and-take culture where employees are invited to participate in offering feedback to their managers as much as their managers offer them feedback. Overall, an inclusive and communicative workplace has a greater chance of success. Katherine Arline, Marci Martin, and Jennifer Post contributed to the writing and reporting in this article.

Source interviews were conducted for a previous version of this article. Adam Uzialko. Need help writing your own self-assessment for a performance evaluation? Importance of self-assessments Self-assessments can be equally useful for employees and managers. For employees Along with the performance evaluation often comes the self-assessment. For managers Employees' self-assessments offer several benefits for managers.

Best practices for writing a self-assessment 1. Be proud. Be honest and critical. Continuously strive for growth. Track your accomplishments. Be professional. Strengths I am a dedicated employee who understands not only my role and responsibilities, but the larger mission of our business. I don't strive just to do my job, but also to help make this company a success.

I am a good communicator who stays on task and helps rally the team when cooperation is needed to meet a deadline or solve a problem. I am a creative thinker who can come up with novel solutions and improve upon conventional ways of doing things. Weaknesses I am somewhat disorganized, which often impacts my productivity. I have been learning how to better manage my time and intentionally direct my efforts.

While it remains a challenge, I have seen some progress and look forward to continually improving. Sometimes I do not ask for help when I could benefit from assistance. I am always willing to help my teammates, and I know they feel the same way, so I will try to be more vocal about when I need a helping hand moving forward. Core values I believe in teamwork and cooperation to overcome any obstacle. I value respect and transparency between employees and managers.

I value friendship and building warm relationships within the workplace.

32 Performance Review Phrases By Skill (With Examples)

Keep your staff productive and motivated by conducting regular performance evaluations. Fam Pract Manag. Yet in some practices, physicians and practice managers put performance evaluations on the back burner, often because of the time involved and the difficulties of critiquing employees with whom they work closely. The benefits of performance evaluations outweigh these challenges, though. When done as part of a performance evaluation system that includes a standard evaluation form, standard performance measures, guidelines for delivering feedback, and disciplinary procedures, performance evaluations can enforce the acceptable boundaries of performance, promote staff recognition and effective communication and motivate individuals to do their best for themselves and the practice. To create a performance evaluation system in your practice, follow these five steps:. It is also advisable to run the finished system by your attorney to identify any potential legal problems that should be fixed.

Performance Review Resources

It is here that examples of performance appraisals come handy, enabling them to draft effective problems, planning for performance, and creating new ways to satisfy students and other customers. Significantly below standard--unsatisfactory performance, seriously fails to meet established standards, cannot perform without direction 2. This is Employee Performance Evaluation Page 2 of 2 2. Great knowledge and reliability. She frequently has a smile on her face and you can tell she enjoys her job. Shares information and keeps people up-to-date. One of the best ways to do that is to use performance appraisal phrases.

Performance Appraisal Phrases: 200 Helpful Phrases For Employee Performance Reviews

Few tasks create anxiety among managers and employees like the performance review. Managers struggle to balance positive feedback with the need for improvement. All this stress and struggle is avoidable if you, the manager , approach the task in the right way. The experts at Sling reveal 15 tips for conducting a performance review be it written or face-to-face and show you four examples of performance reviews that really work.

4 Examples Of Performance Reviews That Inspire Greatness

Effectively scale-up your recruitment efforts with smart and automation features. Easily engage with employees via automated onboarding and off-boarding process. Digitalize and centralize employee record and keep your organization lean in one place. Centralize employee record and keep your organization lean in one place. From business owners to employees, Grove help your business and HR operation thrive at the same time.

Documentation

A performance review should reward good work and motivate the employee. But in reality, it often does the opposite. Why is it that review discussions are increasingly just a chore? Learn in this article about the four common mistakes that are responsible, and how you can help managers to conduct reviews that motivate. Download a template for performance appraisals here. Performance reviews with employees are a common tool, but their impact on day-to-day business is close to zero. This is the result of a survey by Accenture that was conducted in among 2, managers and employees.

Performance Management Sample Comments

The following examples not only relate to execution but also result-orientation , drive for results , action-orientation , decision making , priority setting , and generally getting things done. The outcome could result in a better working environment for everyone. Talking about people does not constitute for trusted and integral work culture, remember it is better to address your concerns to the individuals involved as this leads to a more constructive and meaningful conversation.

The performance review, as a crucial part of performance management, is one of the dreaded exercises of both managers and team members. In fact, a manager performance review tip by Harvard Business Review is to pointedly keep the conversation positive. By focusing on successes and opportunities for growth, managers can turn the employee performance review into a constructive experience that benefits everyone in the end. Notice that performance management is more than a performance annual review.

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. Dependent on your performance appraisal method and set of objectives, these phrases could easily help you become comfortable with giving necessary feedback.

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.