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Performance
review phrases behavior
The choice of phrase used for performance reviews should reflect
professionalism, not personalities. Avoid sarcasm and fight the temptation to
be cute and clever. Be pleasant but businesslike, and stick to the subject.
Broad Generalizations
Avoid words like "always" and "never", using instead
words like "consistently" or "rarely", or use percentages
and quantifiers. For example, instead of saying that "Mary always stays on
break too long," you might say that "Mary consistently returns to
work late from breaks." If it seems that the employee "always"
exhibits a particular behavior, it would be more accurate to give a percentage
of the time the employee actually does it out of the number of times he has an
opportunity to do so. For example, instead of "Jack is always late for
work" you can say that "Jack is tardy for 80 percent of his scheduled
shifts."
Discriminatory Remarks
Do not use inferences to race, sex, religion, handicap, gender or sexual
preference. To make such inferences is not only unfair and prejudiced, but also
is illegal and should be strictly avoided. For example, instead of commenting
that "George is a typical (whatever George is)" say that "George
shows poor skill in managing his anger" or "George has a tendency to
evade responsibility for his actions." In other words, be specific about
the behavior and do not link the behavior or characteristic to the person's
legally protected attributes.
Personal Remarks
Do not express personal like or dislikes, but do an impersonal evaluation of
the employee's performance and demonstrated ability to do the work assigned to
him or her. The workplace is primarily that, a place where work is done to
accomplish the goals of the company. It is only secondarily a social
environment, to the extent that co-workers need to communicate and get along
with each other and the company's clients and customers and others doing
business with the company enough to get the job done. The only character traits
that need to be mentioned are those which affect the employee's ability to do
his work. Judgments like "Mark is an evil person" are not
professional and should be avoided. If Mark's evil ways are affecting his job,
then be specific, such as "Mark's treatment of his fellow employees
prevents them from being motivated to cooperate with him in his work" or
"Mark's tendency to report facts inaccurately to his own benefit may
potentially cause legal problems for his department."
Be Pleasant
Don't use nasty, derogatory remarks or name-calling. Try to motivate in a
positive manner. If the facts to be presented are negative in nature, present
them in a way which is honest but respectful and encourages improvement.
Instead of saying "John does a lousy job of cleaning the floors" this
could be worded as "John needs to pay more attention to cleaning the
floors thoroughly."
Give Recognition for Excellent Work
If the employee is doing a good job, give credit where credit is due and
encourage the employee to keep up the good work. If Bill has a high accuracy
rate in his financial reports, or consistently volunteers to help other
employees when needed, or in other ways consistently shows excellence in his
work, this should be noticed by his employer and he should be given credit on
the evaluation. Mention any compliments or awards that Bill has received, and
statistics that demonstrate his superior abilities. Examples are "Bill has
completed (number) sales per month" or "The company has received
(number) memos complimenting Bill on the excellent service he gives to his
customers during the past year."
Useful
materials related to performance review phrases behavior
•
http://performanceappraisal123.com/11-methods-for-performance-review
•
http://performanceappraisal123.com/300-free-phrases-for-performance-review
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