Examples of a positive performance review

Positive feedback is given to employees when they meet or exceed business targets, overcome a challenge, go the extra mile, or introduce innovative ideas. Positive feedback is a meaningful and effective method to ensure your employees feel valued. Employees who are given effective, positive feedback are generally more engaged, productive, and loyal to the business. To help you build a culture of feedback within the workplace, we've compiled a list of well-constructed positive feedback examples. Your hard work will be a significant contribution to our business's target for this semester.

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Content:

• 28 Performance Review Examples - Phrases & Expert Tips
• 100 Performance Review Phrases and Comments for 2021
• Staff Performance Evaluation Process
• How To Write A Performance Review That Motivates And Inspires Your Team
• 60 useful performance review phrases
• 100 Useful Performance Review Example Phrases
• Performance Review Best Practices: 7 Tips for Conducting Meaningful Employee Appraisals
• 25 Performance Review Phrases for Customer Service

WATCH RELATED VIDEO: Activity 4.1 - Performance appraisal role play

28 Performance Review Examples - Phrases & Expert Tips

The guide provides insights into how artificial intelligence can be used to personalize learning and thereby enhance the performance of the entire business. Increasingly, organizations are understanding that their management systems must be brought into the 21st century if they are going to be competitive in the current market.

Research shows that previous systems, such as yearly appraisals, are outdated and can even serve to decrease employee engagement and motivation. In light of this, more companies are turning to performance management than ever before.

This dynamic and strategic approach to developing improved performance in employees is gaining ground in companies large and small, including many Fortune and industry-leading organizations. By focusing on the development of employees and the alignment of company goals with team and individual goals, managers can create a work environment that enables both employees and companies to thrive.

Based on the definition of performance management, a system is built within an organization to measure and improve the performance of the people in that organization. In practice, performance management means that management is consistently working to develop their employees, establish clear goals, and offer consistent feedback throughout the year.

In contrast to other systems of reviewing employee performance, such as yearly performance appraisals , employee performance management is a much more dynamic and involved process with better outcomes. For the Human Resources department, performance management is an important system for onboarding , developing and retaining employees, as well as reviewing their performance.

It is increasingly understood that a yearly performance appraisal system does not effectively engage employees, fails to consistently set and meet company objectives, and does not result in a strong understanding of employee performance.

In any organization, no matter the size, it is important to understand what your employees are doing, how they are doing it, and why they are doing it. Without a system in place to define roles, understand individual strengths and weaknesses, provide constructive feedback , trigger interventions and reward positive behavior, it is much more difficult for managers to effectively lead their employees.

Smart organizations pair their performance management with an incentive management process. The two systems have a lot in common, from defining roles and setting goals to reviewing and rewarding employee behavior, and as such, do very well when run simultaneously. Talent management is an important part of every organization. Three of the main problems that organizations face are:. Engagement of employees is a focus of any management team.

In a yearly appraisal system, goals would be given at the beginning of the year and then revisited 12 months later to see if they had been met. This long stretch of time without feedback or check-in is an almost certain engagement killer. Studies show that employees do best with feedback on a monthly or quarterly basis, with regular check-ins serving as a zone to problem solve, adjust goals as necessary, and to refresh their focus on the goal.

All of this adds up to a lot of missed opportunities to solve problems and increase employee performance and engagement.

As employee engagement rises, nine key performance indicators show successful outcomes. Customer experience, productivity and profitability all show positive outcomes. This study, by Gallup , was conducted across a broad range of industries, showing that employee engagement is a critical factor, no matter the industry.

Employees who have frequent meetings with management to discuss performance, solve problems and receive training are more likely to stay with the company. If employees see that their management team is putting in the work to develop them professionally, help them succeed with their goals, and reward performance on a consistent basis, then they are more incentivized to both stay with the company and work harder.

This consistent development and partnership between managers and employees allow for the development of leaders from within the company. Recruiting costs can be extremely high, as are costs for onboarding and training new employees.

To be able to groom leaders from within the company means that there is already a proven culture fit with this individual and that training costs and resources spent developing this person into an asset are not lost.

This leadership path also serves as a motivating force for employees, who can see that their hard work will be rewarded with promotions and other benefits. Performance management also creates a need for management to consistently focus on company objectives and goals, and to consider how best to achieve them.

This continual revisiting of goals means that they are more likely to stay relevant, as goals will be adjusted in light of new technology, changes in the market, or other factors throughout the year.

The purpose of performance management is to give both managers and employees a clear and consistent system within which to work that, in turn, will lead to increased productivity. These performance management goals show a clear path from the developing of goals to the rewarding of increased accomplishment. If one of these performance management objectives is not done well, then the others will suffer as a result. Performance management has a multitude of benefits for employees and managers, as well as for the company as a whole.

If a company can successfully create an environment of engagement where customers are equally engaged by employees on the front line, their outcome is even better. While performance management can sound deceptively simple, with just four steps as outlined above, the process itself is very complicated.

Think of it like the essentials of performance management - these will help make sure that your employee performance management system is performing the way it should.

As you are creating your performance management program, you need to understand what you want to accomplish. If you know what you want your program to do, it will be easier to build it to accomplish that goal. We mentioned this above, but it bears repeating. As you set goals, develop a performance plan to go alongside. Year-long goals often fail, as they are too large and employees can get overwhelmed before they start. A performance plan helps them visualize their path, making it much more likely that they will meet their goal.

Review key areas of performance. Use metrics and analytics to your advantage, tracking how goals are progressing to make sure that interventions can happen early, if necessary. The point of coaching is to help identify and solve problems before they get too big.

Monthly or quarterly meetings should be held to help keep employees on the right track. Guidelines should be created for each role as part of the first stage of the performance management cycle. These policies or guidelines should stipulate specific areas for, or limits on, opportunity, search and experimentation. Employees do their jobs better when they have solid guidelines to follow. Make sure your workplace has shared values and cultural alignment.

A sense of shared values, beliefs and expectations among employees creates a more harmonious and pleasant workplace. Employees should be committed to the values and objectives outlined, and exemplified by, top management. This helps employees - and managers - understand what other departments do, how they think and what their strengths and weaknesses are.

They can discover something new and find new connections, which can help them in future work. During these coaching meetings, tensions can arise if the feedback is not given in a constructive, actionable manner. It is not very important to look backward and point fingers, rather management should guide employees towards future success. Managers should make sure to keep feedback professional and remember to focus on behavior, rather than characteristics. For example, pointing out that David regularly turned in important reports late is feedback about a behavior.

Management should be trained too. Coaching and offering good feedback are not easy jobs, which is why there are so many specialist coaches out there. For managers to be able to lead well, they should be trained in these skill sets. Ask employees to write feedback for each other. This will give management a more holistic view on employee performance, understand the challenges that teams are facing, and be able to better offer feedback.

While the review process is important, it is only one part of the system as a whole. Planning, coaching, and rewarding employees are equally key parts of the system. It can be easy to assume that problems are always caused by employees, but that simply is not the case. Problems can arise from external factors such as availability of supplies, internal processes that are causing issues, or organizational policies.

Seek out the source of problems as precisely as you can in order to fix them. Management cannot expect employees to stay motivated if they are never rewarded, yet many companies overlook this key step. Make sure that employees are compensated and recognized for their hard work, and they will continue delivering for your organization. This company has always been a trendsetter, and their performance management process is one that relies on data and analysis, as well as making sure that their managers are well trained.

When assessing their performance management system, Google launched a project dedicated to assessing their managers, which has led to a thorough training and future development process that sets managers, and thus employees, up for success. They also use a system of setting goals that have caught on across multiple industries.

Another tech trendsetter, Facebook has a performance management process that puts a heavy emphasis on peer-to-peer feedback.

In semi-annual reviews, they are able to use that feedback to see how well teams are performing and understand where collaboration is happening - and where it is not.

They also have developed an internal software to provide continuous, real-time feedback. This helps employees solve issues before they become problems. Cargill is a Minnesota-based food-producer and distributor with over , employees and serves to demonstrate that even huge companies can ditch unwieldy performance appraisals and institute a new system. The system is designed to be continuous, centered around a positive employee-manager relationship, with daily activity and feedback being incorporated into conversations that solve problems rather than rehash past actions.

Adobe calculated that managers were spending about 80, hours a year on performance reviews, only to have employees report that they left those reviews demoralized and turnover was increasing as a result. Management was given much more freedom in how they structured their check-ins and employee review sessions, as well as more discretion in salaries and promotions. Accenture is a massive company - over , people, so changing their systems means a huge effort. Now, they are using a more fluid performance management process where employees receive ongoing, timely feedback from management.

This has been paired with a renewed focus on immediate employee development and an internal app for communicating feedback. There are common threads in all of these examples. Each company has built a system that works for them, rather than following a one-size-fits-all approach. What works for one company might not work for another - it depends on the industry, the speed and flexibility of the company, and the overall goal of the system itself.

With similar names and purposes that sometimes align, it is no surprise that some people find it hard to spot the difference between performance management and performance appraisals. In fact, performance appraisals are often part of the performance management process , although some companies still rely on performance appraisals alone. An easy way to understand the difference between the two is that performance appraisals are reactive, and performance management is proactive.

A performance appraisal looks at all of the past actions of the employee within a set amount of time, and rates how well they performed in their role and how many goals they met. Performance management looks at the present and future of the employee, and what can be done to help future performance and meet future goals. Performance management is focused on the development and training of an employee, and how that can benefit both the employee and the company. A performance appraisal is a formal, operational task, done according to rigid parameters and in a quantitative manner.

HR leads performance appraisals, with input from management.

100 Performance Review Phrases and Comments for 2021

A performance review, also known as performance appraisal, is a formal review that employers will hold with you. The review is a type of assessment that analyses your work performance and identifies any strengths and weaknesses. You should receive feedback and how you can improve. A useful performance review should be two-sided - you should be able to give feedback to your manager. The person also conducting the review should also be someone who works closely with you. Managers can use performance reviews to make sure their staff is in line with the company's goals. The review is also so that employees know what they are doing and how they can improve.

Staff Performance Evaluation Process

Like most employees, you want to do well in your job. In order to do that, you need a clear understanding of what is expected of you. You may also need support and training to meet those expectations. Good performance management is a continuous, positive collaboration between you and your supervisor. By staying connected with your supervisor all year round, you can make adjustments to your work performance as needed, and your supervisor can assess and support your performance and ability to meet your annual goals. You and your supervisor should have a discussion about your work goals for the upcoming year. You should expect to have this discussion around the time of your annual performance review for the previous year. You and your supervisor should document your goals and any necessary professional development. Make sure you get a copy of this document so that you can refer to it over the next review period.

How To Write A Performance Review That Motivates And Inspires Your Team

Writing a performance review that gives the right feedback is extremely important. These reviews can be easily used as a template and imported into your choice of software with custom names and genders. At the end of this post, you will find an interactive snippet that dynamically changes your performance review based on a handful of inputs. If you wish to automate and personalize your quality of work performance review - here's a sample for you to try. Select from among the different options from the dropdown menu and observe how it changes the performance review.

60 useful performance review phrases

Blog Human Resources. Performance review season can be a daunting period for both management and employees. One-sided conversations, mixed messages and wordy documents leave both parties feeling like they have the same, stressful conversation each time. But if you take the right approach, quarterly performance reviews are an awesome opportunity to reinforce solid habits, redirect poor traits and drive professional growth for your employees. The frequency and depth of the review process may vary by company based on company size and goals of the evaluations. This quarterly performance review example has sections for both achievements and areas of improvement.

100 Useful Performance Review Example Phrases

Put employees first and empower managers. The only way to embody this mission is to encourage your employees to regularly provide honest feedback to managers. Employee feedback is an opportunity for managers to improve their performance and listen to their team. Often, we think of feedback as a one-way street with managers providing feedback to their direct reports. These stats can be unsettling for HR professionals. So, what can you do? Promote consistent communication. A study by MIT found that communication was the most critical key to success.

Performance Review Best Practices: 7 Tips for Conducting Meaningful Employee Appraisals

When you get a positive performance evaluation, you may be feeling relief, excitement, pride, and appreciation. An ideal time to thank your employer is during the evaluation itself. The conversation will still be fresh in your mind, allowing you to be specific with your remarks.

25 Performance Review Phrases for Customer Service

RELATED VIDEO: Performance Reviews - Performance Evaluations \u0026 Appraisal

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.

Use these HRMorning resources to make your performance reviews valuable and actionable. They will help you understand what makes for an effective performance review and why it is so important. Performance reviews are, at their core, a communication channel between employees and their supervisors. While primarily focused on evaluating employee performance and setting ongoing expectations, performance reviews should also give employees a chance to share their impressions of, and expectations for, their work situation. Ideally, that communication increases cooperation and understanding between supervisors and employees, thus enhancing both work performance and the work environment.

Show employees areas where they are succeeding and areas where they can improve upon. Performance evaluations are key to ensuring employees understand their role and how they are doing. Regular meetings with employees to review their performance will help reward those employees who are exceeding expectations.