Performance review phrases interpersonal relationships

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Performance review phrases interpersonal relationships 

Writing a less than stellar performance review can be one of the most daunting aspects of a supervisor’s job. When employees shine, everyone shines. When employees falter, mistakes must be worked around, and tension can rise. Supervisors must know how to turn around substandard work performance so that it doesn’t sabotage employee morale. Effectively writing a substandard performance review will be key in turning around less than satisfactory work performance.

Gather anything and everything you need to write the performance review. Include documents that are both positive and negative, such as positive customer surveys, instances of tardiness, complaints from other employees, negative customer reviews, and samples of work, when possible.

Begin by writing down as many positive attributes of the employee’s work performance as you can, even if they are as simple as “shows up on time” or “has positive interpersonal relations at the water cooler.” If it starts out positive, it will get read. If it doesn’t, the message won’t penetrate.

Word the substandard statements carefully. Draft them in phrases and then expand to sentences. Read them over and over. Begin with action verbs, such as “Is developing…,” or “Demonstrates…,” or “Needs to improve on…” This places a positive spin on the negative and is more likely to turn behavior around, rather than place the employee on the defensive which could have negative consequences later.

Keep the focus on what you need as an employer. Communicate what you need from him or her as an employee, rather than accusing them of doing something that doesn’t meet your approval. Using “I” pronouns and “I need” phrases helps, as does avoiding words such as “doesn't’” and “never." For example, “I need for Frank to demonstrate initiative by conducting the needs analysis without my prompting.”

Include examples of the behavior you need to see versus an exclusive list of behaviors that are wrong. For example, if the employee has a habit of taking a long lunch, write, “Jennifer is reminded that lunches are an hour in length and not any longer,”rather than, “Jennifer takes lunches that exceed the allotted hour.”

Always make suggestions as to how the employee can improve. Never leave him or her hanging with a negative that offers no resolution, unless, of course, you plan to fire them. Offer the opportunity to write a reply. Encourage or require the development of an action plan to address areas that were lacking. If the employee scored low on meeting deadlines, for example, suggest that they develop some organizational strategies and submit a plan of action in 30 days.

Useful materials related to performance review phrases interpersonal relationships

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

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