✗ He does not understand how to set team goals and manage his team to achieve them. ✗ He often assigns his members duties without giving them information or feedback. ✗ He does not actively want to learn new skills or techniques as or to improve his qualification. Specifically, he solved a problem with an extra creative solution. He is rarely absent and follows company policy. ✗ He has had excellent attendance for most of the year but he has frequently been absent or late for work recently. ✓ She has a creative personality which allows her to suggest original ideas. This year, we need to focus on what issues are causing such high turnover. “You are biased and favour some employees more than others in your team.” ✓ He is very good at managing his team to perform their tasks excellently. ✓ He is expert in training his employees. d. "You play favouritesn and are biased in your judgements." Performance evaluation comments help the person writing a performance review to put forward an honest opinion about the person being reviewed. ✓ He quickly dismisses less than exemplary options. ✓ He maintains positive work relationships. ✗ He is easily distracted when listening to others. ✗ He tries to perform several tasks simultaneously to finish work faster instead of setting the right priorities. ✗ He displays unfairness with his team and favors certain individuals. ✓ He varies his problem-solving style to meet the nature and demands of the problem itself. ✓ He has good attendance and is reliable. ✓ He maintains confidentiality, and exercises good judgment about what to say and when. He is conscious of every detail in his work. ✓ He is a strong team player; who is humble and says that projects are the achievement of the whole team. He assigns suitable duties to each of them. An employee’s work ethics involves everything from coming in time, working diligently, being honest to respecting everyone in the workplace. ✗ He has been the cause of concern from vendors because of his integrity. ✓ He fulfils his duty is by finding new challenges for himself. ✗ He has a creative touch in a sometimes monotonous role within our team. ✓ He knows the technical essence of his assignments thoroughly. ✗ He requires constant supervision to get his work completed. “You frequently interrupt colleagues when they offe… For recurrent questionnaires: no one forgets to answer because it sends, Increase workplace satisfaction by improving, Use status updates for future reference and. ✓ He has never complained about his job or his colleagues. He coaches them to perform as required. ✗ His emotional state is negatively impacted by an inability to take his mind off his work due to being available to clients at any time. ✗ He rarely cooperates with other departments or assists them to complete their tasks. He should be ready to face changes. ✓ He is a good manager and he leads his team to perform their assignments well. ✗ He took several more personal days than permitted. ✓ His character trait of recognizing and complying with his responsibilities is remarkable. His conduct is as proper and formal as his appearance. ✗ When we face difficulties, we are sure that we can rely on him for a helpful and creative solution. He continually seeks to expand the horizons of the company. ✗ He rarely shows appreciation to his employees for a job well done. ✗ He is easily demotivated if things fail to perform as well as expected. His ability is demonstrated when working in customer care. ✗ He is unwilling to assist coworkers, even when asked. ✗ He is often late for the beginning of his work shift and consistently tardy returning from lunch. ✓ He has received a lot of positive appraisals from his subordinates and other line-managers. ✓ He is very adept at managing difficult employees and turning their energies towards higher performances. ✓ He handles projects conscientiously from start to finish. ✗ He develops actionable goals and plans how to meet them. ✗ He is the person least likely to offer assistance when needed. ✗ He has not joined the group even after being required to. ✓ He knows how to arrange his schedule to complete both the big and small duties each week. His demeanor is rude and unfriendly. His colleagues hesitate to ask him for assistance due to his standoffishness. ✗ He does not effectively communicate. ✓ He is an effective manager and understands how to supervise his employees to meet expectations. ✓ He is a very creative person. This provides a bad impression for his coworkers and employees. ✗ He seems to find it hard when learning new technology. ✗ He is not adept at documenting verbal communication. ✗ He should communicate project status updates more frequently. He successfully up-sells to them at the same time. ✗ He is continually turning in sub-par work and needs to improve his job knowledge. ✗ He does not meet current standards for punctuality and/or attendance. ✗ He is somewhat pessimistic and his moods affect other employees. ✗ He is not flexible enough to create new ideas when needed. ✓ He fully complies with departmental leave and absence procedures. ✓ He shows that he can develop creative solutions to solve problems. ✗ He is frequently late to work in winter because he fails to account for weather and traffic in his daily commute. ✗ He fails to communicate with his team members in an effective way. ✓ He is quick to congratulate coworkers and builds trust within his team. ", a. ✓ His team has performed very well over the past year. ", This article is written by Shreya Dutta. He should learn how to marry creativity with practice. ✓ He possesses the perfect knowledge and skills that are useful for the his job. ✗ He creates more problems than he solves. ✓ He had a rough start but she ended the year well with his team turning in the best performance of all the groups. ✗ John fails to follow up with customers as requested. You need to keep up with your schedule so your coworkers can keep up with theirs too.”. ✗ He needs to establish an effective system for communication and information retrieval. He is not ready to generate or recognize new solutions when performing a task. ✗ He is unable to perform even the simplest tasks. ✗ He rarely attends any independent, research based activities. ✓ He is always ready to take over new tasks whenever needed. ✓ He shows his ability to manage various tasks and accomplish them on time. d. “Your willingness to listen to others and understand their point of view is highly appreciated by your peers.” So, how should a manager comment in the performance appraisal process? ✓ He is good at communicating difficult messages with employees, management, and customers. ✗ He would benefit from reigning in goals and vision to something more achievable. ✓ He suitably counsels employees who engage in inappropriate behaviors. ✓ He is an adept communicator and is one of the best business writers I have had the pleasure of working with. ✓ He avoids knee jerk reactions, and collects all relevant facts before making a decision. He is unable to produce the quality of products that is expected. “Your direct and impersonal approach to handling discussions is ineffective in boosting the morale of those around you.” c. “She lacks a sense of urgency.” ✗ He does not work well with others. c. “His creative skills are an asset to the team.” ✓ He balances swift decision-making, with the ability to analyze the many angles to a problem. He participates in trainings and other corporate events. ✗ He makes mistakes again and again. ✓ He is highly spoken of by others due his ability to build good relationships. ✓ He is always improving himself and works well with others. ✓ He conducts himself and the relationships with his coworkers very well. ✓ He performed his standard duties throughout the year and in addition took on several large projects and some smaller ones that had a significant positive impact on the department. ✗ He does not maintain the training equipment fully between classes. She should continue to adopt this position in the company. ✓ He shows initiative, and is flexible when approaching new tasks. ✓ He always finishes the jobs faithfully, He performs at or above all our expectations. ✗ He has difficulties in understanding the strategy of the company or narrating a conceptual ideal to managers. ✓ He has a thirst for skills and knowledge. ✓ He ensures that his staff comply with their scheduled breaks and lunchtimes. ✗ He is unable to concentrate on his work. He continually builds people up. ✗ He does not anticipate complications when managing a high performance team. ✓ He does not initiate conflict and actually takes measures to ensure that conflict does not occur. ✗ He easily takes on new tasks well but fails to communicate with and train others who may also be required to take them on. ✗ He is reluctant to take responsibility for “menial” tasks. ✗ He has not related to his coworkers well. ✗ He sometimes does not reach the set goals. ✓ He has the ability to resolve any issue by himself and he creates good relationships with his colleagues. d. “You regularly follow up with existing and new clients to make sure they feel valued and reminded about us.”, a. ✓ He is a highly principled. a. ✓ He builds trust and works with integrity. ✗ He does not understand how to deal with a difficult customer. ✗ He doesn’t contribute ideas to projects or his suggestions are ambiguous. He should be more certain about his proposals. How to plan leadership SMART goals? ✗ He constantly searches for different and better ways to accomplish goals. ✗ He is an satisfactory supervisor but he does not excel. d. “You have a unique imagination and have come up with some of the most creative ideas we’ve ever seen.”, a. ✗ He doesn’t apply himself as much as he could given his experience and knowledge. ✗ His average time per call is too high. ✓ He sets clear and measurable performance expectations. 50 Self Appraisal Comments to Use in Your Next Performance Review First and foremost, when you are writing a self-appraisal for yourself, you must keep the following factors in mind. ✓ He is open to listening to employees, as well as experimenting with new management techniques. ✓ He always helps out to achieve the goals of the group. ✓ He strictly ensures his staff maintain proper timekeeping. “He takes too many personal calls in a day.” ✓ He is always ready and prepared to accept new responsibilities and projects. ✓ He excels at any project he is involved due to his ability to form effective teams. ✗ Whenever we need a fresh look at a problem, we know we can turn to him for a novel perspective. ✓ He consistently looks for new ways to help the team. ✓ He works well with clients. His constant cheer helps others keep their “enthusiasm”, both positive and negative, in check. ✓ He accomplished all tasks he is assigned in a timely manner. ✗ He neglects tasks perceived as low priority. “Clients usually seek your guidance and expertise.” ✗ He is falling behind coworkers when it comes to producing results. His timekeeping needs to be return to its previous reliability. It is important that employees adapt to change and accept new processes and comply with them. ✓ He is able to work out multiple alternative solutions and determine the most suitable one. ✓ He manages his relationships with his coworkers, managers, and employees in a professional manner. ✓ He demonstrates a courteous and professional attitude in handling customer complaints. These checklists and tips help guide you through preparing for performance evaluations, conducting employee reviews, avoiding common appraisal mistakes and pitfalls, and following up with employees after the appraisal is complete. She should address this immediately to remove the negative impacts on others. ✓ He demonstrates an enthusiastic approach to whatever method he is using to fulfill a task. ✗ He appears to become frustrated by clients who ask questions. ✗ He often works in an unprofessional manner. ✓ He promotes a team-centered environment. ✓ He Identifies the most worthy steps and then follows them. ✓ Be objective in considering facts or situations. He plays these three roles well to manage his team. ✗ He is not approachable and is tough to work with. ✓ He is a responsible staff member. ✗ He does not convey a positive image of the company to customers. ✓One of his strengths is his ability to design achievable goals. ✓ He treats the customer with respect and courtesy. ✓ He knows how to uses the equipment efficiently to manage his time. ✗ He consistently fails to be an effective team player. ✓ He is able to analyze any problem and find the best solution to any problem. Workplace performance appraisals and reviews can often be challenging for managers and supervisors. ✗ He continually talks negatively about projects or tasks assigned to him. ✗ His approach to respecting corporate ethics is too strict. ✓ He is like good software that offers seamless backward compatibility. ✗ He does care about the creative side of her team and always ignores the innovate employees reporting to him. ✓ He clearly enjoys the people related aspects of the business. ✓ He accepts constructive criticism positively. ✗ He doesn’t accept responsibility well. ✗ He is an capable supervisor but does not excel. “You always come in on time, follow your schedule and adhere to your designated lunch break time.” ✓ He isn’t only concerned about himself and continually contributes to the success of those around him. ✗ He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy. ✓ He never makes mistake in the products he produces. ✗ He fails to actively resolve the problem of poor performances at work. ✓ He deals with difficult customers with grace. ✓ He comes to reasonable conclusions based on the information presented to him. We continue to have above average turnover on his team. ✓ He is a consistent performer, a great task scheduler, and has a no-quitter approach to solving problems. ✗ He has a tendency to trigger problems between his coworkers. ✓ His team performs well and all speak highly of him. ✗ He has a strong vision for the future, both personally, and for the company. ✓ He makes confident decisions when presented with facts and data. ✓ He is a calming influence when the team is under pressure. ✓ He actively seeks out problems that require the most creative thinking. His staff reward his expectations in their performances. He sets his own priorities to accomplish his job. ✓ He encourages people to work together to achieve a common goal. ✓ He always keeps appointments and returns calls. ✓ He always accentuates the positives in any situation. He should try to think more positively, focus on the good and avoid being overly concerned with his perceived negatives. ✓ He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions. ✗ He always goes beyond his responsibilities in trying to support his clients in every situation. ✗ He exaggerates the seriousness of problems. ✗ He does not understand how crucial good working relationships with fellow team members are. ✓ His knowledge of his job surpasses the required level. ✗ He should equip himself with more knowledge of technology for his job. ✓ He takes care that every team member’s allocated task is the best one for them. ✓ He actively encourages his coworkers. ✓ He anticipates the future needs or problems of customers. ✗ He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged. He urges his staff to give him the results he expects. ✓ He is always the first person thoroughly understand and take on the new technology well. ✓ He maintains a calm and composed demeanor under stressful situations. From the employee engagement perspective, it’s important that employees feel as though they are being listened to and their views matter. They are constantly guiding others to progress and advance. ✓ He has a good understanding of how to relate to people and make them comfortable. ", a. ✓ He can maintain good communication with everybody and he also encourages people to work harder and more effectively. He is always willing to hear and understand others’ fears or concerns. He is clearly aware of this but he has made no attempt to change his demeanor when talking about non-work related topics. e. “Your approach to problems is often rigid and conventional.”. ✗ He is a loner. ✓ He keeps management apprised of ongoing problems or issues that occur within the department. ✗ He never performs as well as we expect. ✓ He can be counted upon to act honorably in all situations. 1. ✗ He excessively tries to talk about non-work related topics. ✓ He sought and considered ideas from others on issues that affected them. ✓ He is highly regarded for his integrity both within and outside the company. ✓ He does what it takes to get the job done. Attendance and Punctuality. We encourage him to develop solutions – or even recommendations – before asking for help. He needs to better understand personality types and how they interrelate. ✓ He was pushed into a truly difficult position and managed a complicated team. Performance review phrases for self-evaluation. ✗ He consistently receives substandard comments from customers. ✗ Despite good attendance overall, he frequently leaves early, or takes a half day of unscheduled time off on Friday during the summer. ✗ He Is a reliable performer and maintains a good schedule. ✓ He creates a positive and inclusive work environment. ✗ He appears uninterested and detached from his work lately as if he is no longer engaged in it. ✗ He disappoints employees who depend on him. ✗ It is clear that he is not satisfied with his work. Is calm under pressure 5. Leadership SMART Goals - Tips and Examples. ✗ He won’t improve if he continues to neglect the opportunities in front of him. Shows initiative, and is flexible when approaching n… ✓ He approaches all problems with confidence and the expectation that he will generate solid and innovative solutions. ✓ He exceeded start of year goals by [number]. ✗ He too often stifles innovation and creativity. This causes problems when an untested or unexamined idea is moved forward too quickly. e. “You are adept at communicating difficult messages and decisions skillfully.”, a. He believes he is proficient, yet he is lacking in many areas. ✓ He always tries to provide the customers with detailed information on any specific issue which they are interested in. ✗ He loses his temper easily when others give criticism. ✗ He fails to focus on his main task because he tries to gain more and more additional skills at his work. His employees feel everything is ok, even when it seemingly isn’t. ✗ He does not demonstrate a concern for others perception of him or his job performance. To improve customer experience in your organisation, you can refer to these performance review comments: a. While verbal appraisals can be easy, it is a bit of a task to draft written performance appraisals in order to share it with the employee. 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