Performance review phrases manufacturing

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Performance review phrases manufacturing

Effective year-end reviews are those at which an employee's performance is evaluated based on clearly defined goals. Such goals should be established during the previous year's review, based on input from both the supervisor and the employee. The employee is responsible for working to achieve the goals and the supervisor for tracking the employee's progress, recording his achievements and identifying areas needing improvement. Depending on the nature of the business, goals might include increased store sales, signing new clients, learning a new skill or streamlining existing production processes.

Setting Performance Objectives

Performance objectives are derived from the duties and responsibilities of an employee's position. The job description identifies what the employee is expected to do, while the performance objectives specify how the employee's progress or success in those duties will be evaluated. The SMART acronym is a common management tool for setting these objectives. If refers to goals or objectives that are Specific, Measurable, Attainable, Relevant and Timely. Applying these criteria helps protect against vague, unfocused or unrealistic performance objectives.

Company Benefit, Employee Growth

Performance goals should offer both the employee and the company an improved opportunity for success, according to Linda Henman, a business personnel consultant. In a small business seeking increased revenues, for example, an employee's performance goal might be to achieve a revenue target 15 percent higher than the previous year, or to bring in two new clients. Training is another area in which both employees and the company can benefit from performance goals being met. Let's say one of the company's goals for the coming year is to add the ability to support clients who use computer system XYZ. To achieve this, the company needs existing employees to become proficient in XYZ, so it establishes this as one of the employees' performance objectives. The employees enhance their skill set by successfully completing the training, and the company is better-positioned to serve the desired new market segment.

Performance-Based Metrics

Fair and effective performance objectives are quantifiable — that is to say, they can be measured. An objective such as "cheerful at work" is difficult to quantify and subject to the supervisor's personal interpretation. But objectives such as "successfully complete 90 percent of work on time," "increase same-store sales by 10 percent over last year" and "develop and introduce a tumbling class for preschoolers by March" are precise, measurable and relevant to the company's success. Ideally, employee salaries, bonuses and promotion opportunities will be tied to these objectives. If an employee exceeds her objectives by 10 percent, for example, she will receive a bonus based on a percentage of salary.

Effective Performance Feedback

The year-end review should not be the only time an employee hears from his supervisor about his performance and it should not be an occasion for surprise in terms of whether or not he is meeting objectives. The supervisor should provide regular, scheduled feedback so the employee knows where he stands in terms of progress toward meeting his performance goals. She should also identify areas needing improvement, acknowledge his successes and work with him as needed to reevaluate whether each objective is actually within the employee's capabilities to meet. For example, if one performance objective is for the employee to sell and deliver five more cars than he did the previous year, but the manufacturer suspends production, the objective cannot be met and needs to be changed to be fair to the employee.

Useful materials related to performance review phrases manufacturing

• http://performanceappraisal123.com/11-methods-for-performance-review

• http://performanceappraisal123.com/300-free-phrases-for-performance-review