Performance review phrases for dummies

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Performance review phrases for dummies

Whether you're a manger looking to implement employee appraisals for the first time, concerned with improving the quality and effectiveness of the appraisal process, or simply trying to save time and mental anguish Performance Appraisals & Phrases For Dummies provides the tools you need to save time and energy while presenting fair and accurate evaluations that foster employee growth.
This convenient, portable package includes a full-length appraisal phrasebook featuring over 3,200 spot-on phrases and plenty of quick-hitting expert tips on making the most out of the process. You'll also receive online access to writable, customizable sample evaluation forms other timesaving resources.

• Includes more than 3,200 phrases for clear, and helpful evaluations
• Helps make evaluations faster, more effective, and far less stressful
• Offers far more advice and coaching than other performance appraisal books
• Serves as an ideal guide for managers new to the appraisal process

With expert advice from Ken Lloyd, a nationally recognized consultant and author, Performance Appraisals and Phrases For Dummies makes the entire process easier, faster, and more productive for you and your employees.

Useful materials related to performance review phrases for dummies

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

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

Performance review phrases written communication

This article includes information about performance review phrases written communication. If you want more materials that related to performance review phrases written communication such as: performance review methods, performance review forms…please ref them at the end of this post.

Performance review phrases written communication

In this article, you will be able to learn the evaluation phrases. Our words and phrases that come to our mouth or when we are writing evaluations contributes big influence to our subordinates.  So, we should be careful when stating our phrases.

When uttering phrases during evaluation, make sure you throw with proper voice tone, not too loud and heavy but not too slow and light. Communication is important during evaluation.

As a leader, we you try to describe your employees performance, make sure you had first introduce to them your expectations so that they will be able to meet them to achieve “goal met”.

As a leader, we expect our employees to act on our standard ways. From the very beginning we should tell them our expectations, here are some of them. 

Expectations:

Ø  Listen actively

Ø  Resourceful in facing the demands in order to compete with other.

Ø  Knows how to respect other people and earns respect from them.

Ø  Consistent in pursuing his professional development.

Ø  Responsible in his duties.

Ø  Willing to work overtime when necessary.

Ø  Allows others to complete their thought before replying.

Ø  Friendly to co-workers.

Ø  Honest and direct.

Ø  Follow rules and regulations imposed by the organization.

Ø  Treats other people with pride and respect.  

Ø  Arrives at work on time.

Ø  Meets attendance and tardiness criteria.

If they have met the expectations, then it would be easy for both of you (leader and follower) to evaluate and be evaluated. This becomes your guide in evaluating them.  

When evaluating, sometimes we tend to be repetitive. On what we stated on the first person, we tend to say it again to the 3rd or 4th or maybe on the 10thperson. Here are some positive and negative evaluation phrases to help you avoid being tedious.

Positive Evaluation Phases

Ø  Mark has a good record when it comes to his attendance, last year he had zero late and zero absences. He really meets the attendance and tardiness criteria.

Ø  Kristoffer is really responsible. He knows how to handle his duties well and works independently.

Ø  Martin greets his leaders with ”good morning, afternoon or evening.” He is polite.

Ø  Everybody likes Reniere. He is very friendly. He throws jokes which breaks the ice.

Negative Evaluation Phrases

Ø  Manny’s record on the past year shows 10 days of absences and 2 hours of late (when compiled) almost every month.

Ø  Cora keeps on asking about his duties. She’s already working for a year. Haven’t she adjusted to his obligations?

The importance of this activity is to make your subordinates aware regarding their performance. Also, they will be able to know on which area they should improve and to what aspect they should work more and work less. This process is not easy, each phrases must structure correctly in order to be understood and avoid misinterpretations.

Useful materials related to performance review phrases written communication

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

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

Performance review phrases working relationships

This article includes information about performance review phrases working relationships. If you want more materials that related to performance review phrases working relationships such as: performance review methods, performance review forms…please ref them at the end of this post.

Performance review phrases working relationships

Do manners matter at work?

Should you really be expected to be polite all the time, or can you bend the rules in the name of efficiency or self-preservation?

When your boss calls and you're in the middle of a meeting with a colleague, you answer it. It must be important – after all, it's your boss! Never mind that your colleague and the meeting are important too, it's your boss on the phone!

Or what about when you're running behind? It's 3:50pm and the report you're preparing has to be out by 4:00pm sharp. You print it off and the paper jams in the middle of your job. There's no time to fix it so you resend the print job to another printer, but you don't go back and sort it out once your report's delivered. Instead, you just leave the jam for someone else to discover and fix. Sure, it's an inconvenience for them, but it wasn't exactly your fault that the printer jammed, was it?

You know that behaviors like this are rude. You wouldn't behave in this way outside of the office. So why do we then allow ourselves to behave inconsiderately at work?

There is a definite double standard when it comes to workplace manners. It's common to see people doing things at work they wouldn't dream of doing in a social setting. But you can't allow these behaviors to persist if you want to create and maintain a healthy work environment.

Disrespectful and discourteous behavior makes members of your team unhappy, and damages the cohesion of your team. It works against all of the efforts you make to motivate team members, and thereby raise productivity. With this in mind, there is simply no excuse for bad manners. Whether you are interacting with a person higher or lower on the corporate hierarchy, giving feedback, issuing instructions or exerting power; good manners are an absolute necessity.

To make sure your workplace is free of rude behavior requires a two-pronged approach:

·                     Encouraging good manners.

·                     Stamping out poor manners.

Encouraging Good Manners

Most of the time when bad manners surface at work it is unintentional. It's easy to get caught up in your own tasks and projects. People's focus gets so narrow that they forget to consider the impact that their words or actions will have on other people.

In an attempt to be efficient and productive we take a few liberties with our manners at work. Perhaps, at one time, we apologetically said, "I'm sorry, we have to stop the discussion and move onto the next point." But now we blurt out, "Next!" or "Let's get on with it, people!"

While the intention may be the same, the degree of bluntness, or even rudeness, used nowadays is unacceptable – at work or anywhere.

If good people are bruised by someone else's rudeness once too often, you risk losing them. How long is it going to take to find an equally good replacement, and bring them "up to speed"? How much is this going to cost? And what opportunities will you have lost in the meantime?

When disrespectful conduct starts surfacing throughout a company, or when it's used by executives or other key people, it can become part of the organization's culture. Poor manners can be quickly absorbed into cultural norms, especially when no one stands up and demands courteous and polite behavior.

So what can you do if rudeness is endemic within the culture of your organization?

·                     In conjunction with your colleagues, focus on the problem behaviors and create a list of the behaviors that are expected within your team. Be specific so that people really understand what constitutes good manners. Depending on where the problems lie, you may want to include these items:

Email and Internet expectations.

Where people eat.

What people wear.

Meeting routines and etiquette.

Physical state of individual workstations.

Working in close quarters.

Communication style – tone, manner, language.

Use of supplies and equipment – common and co-workers' own.

Telephone manners.

·                     Demonstrate all the appropriate behaviors in your own actions, whatever your place in the corporate hierarchy. Acting as a role model is one of the most effective means of reinforcing what is acceptable and expected.

·                     Until things improve, consider adding a "Manners" heading to the agenda of your regular team meeting to emphasize and entrench the importance of change.

·                     Recognize people for demonstrating polite behavior. Make a point of thanking people for turning off their cell phones before entering a meeting, or making a new pot of coffee after taking the last cup.

·                     Until things improve, consider adding a manners category to your performance review process. This elevates manners to a core competency level in your organization and underpins how important it is to effective performance.

·                      

Useful materials related to performance review phrases working relationships

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

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

Performance review phrases weakness

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Performance review phrases weakness

To help your staff grow and to improve your chances of retaining key employees, conduct evaluations shortly after employees come on board and annually after that. To balance offering praise and criticism, create areas for evaluating the strengths and weaknesses of your workers to help spot areas for improvement and to let employees know what you think they’re doing well.

Talents

Talents are innate abilities people have, which can be turned into skills. A common sports analogy is a person who is born with speed who turns that ability into a skill such as track sprinting or playing football. Talents that apply to business include an advanced understanding of math, the ability to quickly learn things without repeated instruction, effectively communicating thoughts, recognizing the feelings of others or problem-solving. During employee appraisals, discuss with each worker what you and they believe are their innate abilities that they can apply to their jobs and where they might lack talent and avoid taking on tasks that rely on that type of talent.

Skills

Skills are assets you develop through education or experience. For example, someone adept at math might learn accounting. An employee who’s good at reading people’s feelings might make a good supervisor. Someone who quickly understands concepts and can solve problems would be able to learn marketing and research and development skills. Discuss with each employee the skills you think he has developed, whether you feel he needs to improve on them and how he can do so. This might require you to send a graphic designer with artistic talent, but a lack of graphic design software skills, to attend software seminars to improve her performance in your marketing department.

Communications

Communication is a key skill for both management and staff, with effective two-way communication vital to the success of your business. Evaluate your employees’ communications skills using specific examples of when they did not communicate well and when they did. For example, you might have one employee who is able to write clearly but repeatedly fails to update co-workers as to what’s happening in his department. You might have another staff member who is good about keeping in touch with co-workers but who sends incomplete memos, email or letters.

Personal Traits

Employees bring their personalities to their jobs, which can either help them exceed expectations or cause a variety of problems. Personal strengths and weaknesses include a willingness to ask questions, putting in extra effort to finish a task, failure to communicate bad news because someone is afraid of confrontation, propensity to gossip or complain, tardiness and failure to meet deadlines.

Useful materials related to performance review phrases weakness

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

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

Performance review phrases work ethic

This article includes information about performance review phrases work ethic. If you want more materials that related to performance review phrases work ethic such as: performance review methods, performance review forms…please ref them at the end of this post.

Performance review phrases work ethic 

Performance evaluations can be a dreaded time of year for managers and employees alike. Employees fret they're going to receive lackluster reviews; managers may feel apprehensive about coming across as critical and hurting employees' feelings. Sometimes, though, managers get to write wholly positive performance evaluations. When you're commending a stellar performance, rely on example-driven phrases that show that you recognize her superior contributions.

Professionalism

Superior performance related to professionalism can be recognized by describing a person's treatment of clients, interaction with co-workers, work ethic and personal presentation. A sample performance evaluation phrase might state, "She remains calm and cordial under pressure, patiently fielding questions from customers and staying late into the evening until the critical moments pass." This statement highlights the employee's ability to multitask while maintaining a dignified demeanor and setting aside personal preferences in order to see the task competed.

Leadership

Phrases for positive performance evaluations concerning leadership qualities focus on a worker's ability to inspire, mentor others and maintain focus when completing group projects. For example, state, "She encouraged focused debate on the appropriate project strategy before facilitating a vote and assigning appropriate tasks to individual team members." This phrase notes the employee's ability to consider other opinions but highlights her skill in directing effort toward achievable goals.

Communication

Stellar communication performance in the workplace should include written, verbal, online, public and nonverbal communication. Effective communicators spread messages using multiple platforms. An example performance evaluation phrase might state, "She incorporated a multi-pronged approach that involved individual meetings with clients, initiating contact with national media for interview opportunities and new handbooks for employees detailing our new product strategy." This statement showcases the employee's ability to build rapport with clients, broadcast messages to the general public and communicate details to workers via corporate channels.

Tips

Using examples to back performance evaluation phrases keeps your review from sounding like a generic list of positive-sounding adjectives. It also provides insight for your high-performing employees to increase awareness of what's being done correctly. Employees will appreciate being noticed, boosting morale and increasing motivation to continue positive behaviors.

Considerations

Use high-octane performance evaluation phrases judiciously, saving the most positive statements for truly stellar performances. Scattering compliments to all employees, regardless of performance, takes away from the recognition awarded to deserving workers. Connect rewards and privileges with positive performance evaluations so that hard-working professionals see links between their contribution and company recognition. Performance evaluations can become ineffective if employees don't see direct results from reviews.

Useful materials related to performance review phrases work ethic

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

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

Performance review phrases work habits

This article includes information about performance review phrases work habits. If you want more materials that related to performance review phrases work habits such as: performance review methods, performance review forms…please ref them at the end of this post.

Performance review phrases work habits 

Does it seem sometimes that you need a whole different language for talking with employees during a less-than-outstanding performance review? The myriad conversations that you participate in during the course of your day-to-day work are not always positive and often require tactful suggestions for improvement, too.
If you are like many of us, you seek effective ways to approach difficult conversations. I've written before about how to approach difficult conversations and how to tackle annoying employee habits and issues, but talking about performance and the need for improvement is the most challenging.
The way a manager approaches performance appraisal and the words that he or she uses to describe performance, are critical to effective performance improvement. Find out more about how to approach performance reviews and other difficult conversations.
Generally, an employee who is fired is angry, unhappy, and looking for someone to blame when his or her employment ends. The employee must face questions and concerns from family members and friends, who may never have been informed that the employee was experiencing performance problems and performance coaching at work.
From an employer's perspective, avoid wrongful termination concerns by demonstrating that you treat all employees fairly and with dignity and respect, even in an employment termination situation.
You can avoid the possibility of employment termination legal problems by following the guidelines and steps in legal, ethical employment termination. The time you invest in firing an employee appropriately, with kindness, civility, and compassion, will pay you back indefinitely.

Useful materials related to performance review phrases work habits

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

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

Performance review phrases core values

This article includes information about performance review phrases core values. If you want more materials that related to performance review phrases core values such as: performance review methods, performance review forms…please ref them at the end of this post.

Performance review phrases core values 

One of the lessons learned from the 2009-2010 bank failures is the importance of the foundation of bank strategy – your core values and purpose.
In our experience, banks that are clear on its purpose and consistently live out a set of corporate values tend to deliver both consistent performance and strong employee satisfaction.
Alternatively, many banks that failed began to chase growth outside of its stated purpose and/or in conflict with its stated values. If a bank’s stated purpose is to be the economic engine in a certain community then you wouldn’t expect that half its portfolio would be in CRE two states away. And if teamwork was a core value, you wouldn’t expect it to hire a bunch of lone wolf super star performers. 
Two other personal observations on values:

·         Customers (especially Gen Y) increasingly don’t care what you do until they know why and how you do it.

·         The next generation of Board members expects organizations to be both values-centered and performance-driven.

So let’s take a look at your values. 
Documenting Your Values
Your bank’s values serve as the cornerstone for your bank culture and help you answer the basic question of “should we or shouldn’t we”. They typically are first defined by your founder though they may evolve over time. Jim Collins, author of Good to Great, has a great tool for defining and testing your values.
I encourage clients to identify three to seven core values with each core value being a single word (eg, teamwork) or short phrase (eg, do the right thing). Just make sure they are words or phrases your organization already uses daily. No “corporate speak”. Then for each core value, include a few brief descriptors to help employees understand the meaning. You can sometimes create an acronym of your values that reinforces a theme or your most important value but don’t alter your values just to create an acronym.
Regardless of format, values must be authentic to be believable. They are not aspirational. They need to already exist within your organization.
And most importantly, they must be alive in your organization. Otherwise, they will come off as a meaningless list of words from a leadership team that doesn’t understand what’s really going on.

Making Values Come Alive

Yes, you need to post your values on the walls, but you need to go beyond that to make them come alive. Just as parents use rituals to reinforce family values (eg, grace at dinner, prayers at bedtime, church on Sundays), leaders need to create opportunities to communicate and reinforce values so they become part of the fabric of your organization. Here are five ways to make your values come alive:

1.      Recruit for values

You can’t train values. People either share yours or they don’t. Include your values in your job postings (eg, “are you a hard-working, team-oriented…”) to self-screen and then design your interview questions to determine whether the candidates align with each of your core values.

2.      New employee orientation

Make sure your values are explained in your employee handbook and include them in your new employee onboarding process.

3.      Performance reviews

Jack Welch, former CEO of General Electric, built a very simple performance review system. GE measures every employee on two scales; performance and alignment with company values. They learned that the most destructive person in their organization was the high performer that didn’t live by the company’s values. Because of their high performance, managers would often let these culture killers live by a different set of rules thereby undermining everything management was espousing to all the other employees.
The GE review process is a very effective way to hold people accountable for their behaviors. If “teamwork” is a value (for example), you will need to discipline the manager that routinely takes all the credit for his team’s performance.

4.      Recognition and reward

Find ways to publicly recognize employees that live out your values. Before your next quarterly or annual all-employee meeting, invite employees to send in stories recognizing their peers for living out your values. Have a committee pick the best example and then recognize the winning employee at the meeting. Take a picture of the CEO presenting them with a gift and include it with a story in your annual shareholder report.
If you have a company newsletter, highlight a value in each issue and include stories of employees living out that value.      
And a thoughtful email from an executive to an employee can go a long way…“Susan, I really appreciate the great “teamwork” you showed getting the Acme deal closed yesterday. You jumped in, stayed late and helped us deliver great service to our customer. That teamwork is what helps separate ABC Bank from everyone else.” Make sure you copy their manager, too.

5.      Day to day management

Incorporate values into your meeting rhythms. Rotate values of the week and start your weekly meeting with a short story or example or a personal challenge around the value of that week. Even better, invite others to share their examples or stories.
When making difficult decisions, relate it to a value. When customer issues come up, discuss how it could have ideally been handled in accordance with your values.  And continue to look for opportunities to reinforce your company values.
To become a values-centered, performance-driven bank, leaders must first hold themselves accountable to corporate values. They also must communicate and coach their team members on the bank’s values, reward those that live by the values and hold those that don’t accountable.

Useful materials related to performance review phrases core values

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

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