This article includes information
about performance review phrases independence. If you want more materials that
related to performance review phrases independence such as: performance review
methods, performance review forms…please ref them at the end of this post.
Performance
review phrases independence
Most organizations have periodic employee evaluation
programs, on which the performance appraisals of the employees are based. This
works on many levels - for one, it allows the employees to improve their
performance after getting a feedback; two, it motivates them to continue
working hard and, all in all, it allows them to know what they are doing right
and what they aren't so that they can work to the best of their abilities. The
far reaching effects of this exercise is that the employee motivation and productivity
increases and job satisfaction is achieved. which, in the larger frame of
things spells good news for the company. There is however, a lot of confusion
about the forms - how does one go about calculating performance evaluation
exactly? That is why this article will help you by giving you some employee
performance evaluation examples and explain how to go about drafting a form of
the same.
There are several ways of drafting a template. This form allows the company to calculate certain key factors. Those factors which have a direct effect on the performance of the employee. It has been observed that the way in which the form is drafted is not as important as the way in which the factors are calculated. In the following section, let us understand this better by looking at some samples of performance evaluation forms and the qualities that they should calculate.
Details
For an employee performance evaluation, the introduction should have the complete details of the employee and other important factors in place. This should include:
Name of employee
Department
Designation
Name of evaluator
The designation of evaluator
The date of evaluation
Time since the last evaluation
Names of other senior evaluators present
These details are important for future reference.
Positive and Negative Attributes
The following list features certain positive and negative attributes that the organization can include to calculate the employee's performance. These pointers need to be answered in the affirmative or the negative. The more affirmations there are, the better it is considered. Positive affirmations directly translate to being a good worker and possessing the qualities that every organization looks for in their employees. And since it is considered a good sign, that is what every employee should aim for. On the other hand, a negative feedback is not considered a good sign. It only translates to the employee having to improve a lot and prove his capabilities to the organization. That is why, no matter how less or more the number, it should be avoided. Whenever there are negative qualities that are brought to the fore, the aim should be to improve upon them. Given below is a sample list of the pointers. Answer them with a yes or no.
Is always punctual.
Faces challenges head on.
Motivates colleagues.
Is a good team player.
Possesses good leadership skills.
Is open to change.
Handles work pressure effectively.
Constantly challenges the norm for improvement.
Portrays good communication skills.
Has a lot of knowledge on varied things.
Constantly updates himself with the latest technology and knowledge regarding his job.
Has excellent/good problem solving capacities.
Maintains cordial relations with all around him.
Adapts to any situation well enough.
Is aware of his duties and does them well.
Is confident in the work he does.
Always gives in superior quality work.
Follows instructions and directions well.
Always strives to excel.
Is shown to improve after learning from mistakes.
Helps employees out when they have difficulties.
Can work well in a team as well as independently.
Is flexible.
Listens actively.
Is not careless about the finer details.
Has high self-confidence.
Has innovative and creative solutions for problems.
Values customer satisfaction.
Has excellent/good problem solving skills.
Has great time management skills.
Depending on the kind of evaluation you want to carry out and the qualities that you want to calculate through it, the performance evaluation methods will change and a form can be drafted in accordance to that. It can also include other key performance indicators by which the improvement that the employee has shown over a period of time can be calculated. And with the examples in the above article it will be easier for you to draft an evaluation form, one that is based on the specific qualities that the organization wants to know about. All the best!
There are several ways of drafting a template. This form allows the company to calculate certain key factors. Those factors which have a direct effect on the performance of the employee. It has been observed that the way in which the form is drafted is not as important as the way in which the factors are calculated. In the following section, let us understand this better by looking at some samples of performance evaluation forms and the qualities that they should calculate.
Details
For an employee performance evaluation, the introduction should have the complete details of the employee and other important factors in place. This should include:
Name of employee
Department
Designation
Name of evaluator
The designation of evaluator
The date of evaluation
Time since the last evaluation
Names of other senior evaluators present
These details are important for future reference.
Positive and Negative Attributes
The following list features certain positive and negative attributes that the organization can include to calculate the employee's performance. These pointers need to be answered in the affirmative or the negative. The more affirmations there are, the better it is considered. Positive affirmations directly translate to being a good worker and possessing the qualities that every organization looks for in their employees. And since it is considered a good sign, that is what every employee should aim for. On the other hand, a negative feedback is not considered a good sign. It only translates to the employee having to improve a lot and prove his capabilities to the organization. That is why, no matter how less or more the number, it should be avoided. Whenever there are negative qualities that are brought to the fore, the aim should be to improve upon them. Given below is a sample list of the pointers. Answer them with a yes or no.
Is always punctual.
Faces challenges head on.
Motivates colleagues.
Is a good team player.
Possesses good leadership skills.
Is open to change.
Handles work pressure effectively.
Constantly challenges the norm for improvement.
Portrays good communication skills.
Has a lot of knowledge on varied things.
Constantly updates himself with the latest technology and knowledge regarding his job.
Has excellent/good problem solving capacities.
Maintains cordial relations with all around him.
Adapts to any situation well enough.
Is aware of his duties and does them well.
Is confident in the work he does.
Always gives in superior quality work.
Follows instructions and directions well.
Always strives to excel.
Is shown to improve after learning from mistakes.
Helps employees out when they have difficulties.
Can work well in a team as well as independently.
Is flexible.
Listens actively.
Is not careless about the finer details.
Has high self-confidence.
Has innovative and creative solutions for problems.
Values customer satisfaction.
Has excellent/good problem solving skills.
Has great time management skills.
Depending on the kind of evaluation you want to carry out and the qualities that you want to calculate through it, the performance evaluation methods will change and a form can be drafted in accordance to that. It can also include other key performance indicators by which the improvement that the employee has shown over a period of time can be calculated. And with the examples in the above article it will be easier for you to draft an evaluation form, one that is based on the specific qualities that the organization wants to know about. All the best!
Useful
materials related to performance review phrases independence
•
http://performanceappraisal123.com/11-methods-for-performance-review
•
http://performanceappraisal123.com/300-free-phrases-for-performance-review
No comments:
Post a Comment