✗ He does not assist his teammates as required. ✗ He is a capable manager but he is unable to influence people like a true leader. ✓ He asks his team take responsibility for their performances and goals. ✗ He should work to improve his interaction with customers and how well he meets their needs. ✓ His most special quality is his positive attitude. ✓ He maintains the highest standards of personal integrity. ✓ He ensures coworkers coordinate to meet deadlines and work effectively as a team. ✗ He stops listening when presented with an opposing viewpoint. ✓ He has a strong sense of integrity that underlies all his dealings with vendors. “You deliver instructions and explain expectations with clarity and purpose.” 2. ✓ He is willing and often does stay late until his goals are met. He does not help others. ✓ He always takes responsibility for his team and its performance. ✗ He seems to find it hard when learning new technology. ✗ He does not understand how to set team goals and manage his team to achieve them. He holds his staff accountable for their responsibilities. ✓ He is one of our most proficient customer service trainers. ✗ He cannot refuse his colleagues’ requests. ✗ He is usually reliable in his work, but there have been a few incidents where this was not the case. ✓ He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions. Provides strong evidence of [specific accomplishment], Excels at developing programs / strategies that have delivered X results, Improved production by X% through [specific task], Exceeded the original goal of X by X% through [specific task], Continuously examines administrative effectiveness and seeks better procedures such as [tasks], Develops successful administrative strategies such as [task] that led to [results], Establishes effective systems for information retrieval through [task], Improves administrative support systems through [task], Keeps documents organized via [task] to avoid duplicate information, Shows a sincere interest in employees and the solutions to their problems, Lends support and guidance to employees by [task], Uses sound coaching techniques to solve disciplinary problems, Is highly respected by employees for sharing concerns, problems, and opportunities, Effectively communicates upward, downward, and laterally, Enforces company policies and values without creating negative reactions, Builds strong relationships with others by [task], Displays a harmonious and cooperative spirit by [task], Seeks creative alternatives such as [examples] that drove [results], Clever and imaginative when confronted with obstacles, Is continuously experimenting to drive [results], Initiates and executes creative ideas such as [example], Helps employees gain visibility through [task], Encourages employees to solve their own problems, Delegates with clearly defined responsibility and authority, Devises improved means of accomplishing results. Fast Company reports that 74% of younger workers walk out of performance reviews unsure of what their managers actually think of their performance. The like how she always encourages open communication. ✓ He constantly identifies more efficient ways of doing business. He has difficulty in distinguishing his personal relationships and working ones. ✗ He does not know how to manage his time and he cannot satisfy deadlines of projects again and again. He always challenges himself to perform tasks to the best possible standard. ✗ He should communicate project status updates more frequently. Related Evaluation Phrases. Administrative. ✓ His investigative skills has provided a key resource for a team focused on solving glitches. ✓ He is able to set clear objectives and requirements for his subordinates. ✓ He readily volunteers assistance even when it would not normally be expected. ✗ He guarantees that deadlines will be met, but consistently misses them. ✓ He adapts his communication methods to respond to different audiences. ✗ He assigns tasks to his employees without providing any information or feedback to keep them on the track. Time is the most crucial resource for any professional. ✓ He is quick to congratulate coworkers and builds trust within his team. ✗ He demonstrates acceptable levels of integrity only intermittently. ✓ He is highly adept in all areas of his job function. ✓ He maintains high standards of integrity across his department. ✓ He finds and implements commendable ways to handle any ethically challenging situation. ✗ He needs to establish an effective system for communication and information retrieval. He lacks the skills in planning and following up to achieve results. We all know that performance reviews are an important part of employee engagement and help to raise productivity and employee performance across the board. This provides a bad impression for his coworkers and employees. ✗ He exaggerates the seriousness of problems. ✓ He always asks for immediate feedback and takes constructive criticism well. ✓ He is always pursuing ways to further development or better himself. ✓ He sets a standard by his perfect attendance. ✓ He displays exemplary behavior in every aspect of his work. ✗ He comes from a very individual focused work environment to a team focused one and has struggled to adjust. His manner is effective without being not overbearing. ✗ He is a good supervisor, but has failed to manage his staff to high productivity. Have you ever ever had a remark like certainly one of these made about you in your His employees’ complaints about his impossible requirements are reasonable. ✓ He is highly spoken of by others due his ability to build good relationships. ✗ His argumentative attitude in conversations his colleagues can make them angry. He is a good manager and he leads his team to perform their assignments well. He has very good communication skills. He must manage his employees to realize that international ethics must be more carefully considered. ✓ He always assists coworkers that are having difficulty with their tasks. ✓ His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility. ✓ He creates healthy dialogue to help the bring about the best solution. He passes difficult customers to his supervisor frequently. ✓ He instills a sense of confidence in his coworkers and project team by encouraging an atmosphere of openness. If your teams/individuals aren’t showing any improvement — whether in terms of hitting a KPI or how they interact with each other — you should be concerned. ✗ He meets difficulty when working with a team he is to performing as an individual. Add, remove, and assign new team members at any time. He successfully up-sells to them at the same time. ✗ His lack of concentration results in a high level of errors. ✓ He is a top performer and leads a team of high performers. ✓ He has the ability to resolve any issue by himself and he creates good relationships with his colleagues. ✗ He sets goals that sometimes are not achievable. ✓ He takes responsibility for his team’s work and goals. ✗ He does not anticipate complications when managing a high performance team. ✗ He is far from an expert manager of staff. ✓ Her has an imaginative personality and is very resourceful in times of need. ✗ He makes promises that he doesn’t keep. ✗ He is creative but he has a tendency to act before thinking. ✓ He understands how to listen to customers and find out the details which make a big difference when dealing with our clients. ✗ He has a lot of creative ideas but he finds it difficult to bring them to fruition. ✓ He Identifies the most worthy steps and then follows them. ✓ He is quick to lend a hand to others in need of help. ✓ He knows how to keep his staff focused on a plan. ✗ He is never willing work overtime even if the jobs requires it. ✗ He does not show a willingness to help his employees out even when production is behind. ✗He struggles to set goals that align with company objectives. He can give the most innovative and effective solutions. ✓ He started the period with a very poor performance. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '393b8bf7-ca31-4ffb-8ee2-42a6a1667693', {}); Don’t miss out on the best tips on employee engagement and company culture. ✗ He shows a lack of respect for coworkers who have finished their shifts through his tardiness. ✓ He has a positive attitude and he is willing to share his thoughts about relevant matters. ✗ He does not have the necessary skills to complete the work and is unwilling to find someone who does. He is rarely absent and follows company policy. ✓ He has remained firmly focused on his team’s goals despite the tremendous pressure recently. ✓ He has a likeable and humorous character that creates a positive atmosphere. ✗ He rarely cooperates with other departments or assists them to complete their tasks. ✗ He shows a lack of communication and interaction with her team members. ✗ He is unable to find the most effective solutions for problem because his ideas are always mediocre. ✓ He always thinks twice before making his decision. ✓ He usually shares his knowledge with his staff to help them perform their duties better. But a few can also be used for evaluating the performance of certain employees who step up: READ MORE: 10 WAYS TO MEET YOUR GOAL WITH EFFECTIVE TIME MANAGEMENT. ✓ His cheerful attitude makes others feel good when he’s around. He takes action to meet future customer needs or solve problems in advance. ✓ He gives structure, feedback and direction to his team. He listens to customers and works to resolve any problems. If you're an employee, these can work equally well for your self-evaluation. ✓ He is available to the customer and provides accurate, consistent, and honest information, ✓ He listens to the customer and provides feedback that will benefit the customer in the future. He excessively takes on extra work and additional problems. ✓ He always helps out to achieve the goals of the group. ✓ His ability to work with and understand the dynamics of the many teams in the organization has been beneficial to the firm. The ability to clearly communicate is a management skill that’s a must for every employee along the chain. He has a gift in relating to people around him. ✗ He does not demonstrate sufficient competency in the basic concepts of his role. His negotiation skills have had a positive impact on his career development. ✗ His approach to respecting corporate ethics is too strict. ✗ Due to his high levels of responsibility, he cannot afford to relax and enjoy some time out of work. ✓ He takes care that every team member’s allocated task is the best one for them. ✗ He refuses to delegate to others. ✓ He can quickly build a positive relationship with people and understand how to relate to them. He does not stop until he has produced excellent results. ✗ He does not effectively communicate. ✓ He balances the overall strategy of the organization with tactical day-to-day tasks. ✓ He effectively outlines the best case and worst case scenarios to aid decision-making. ✓ He consistently generates outstanding solutions to the most demanding problems. He is not one of those people. He is unable to produce the quality of products that is expected. ✗ He appears to become frustrated by clients who ask questions. ✗ His leadership instincts cannot be relied on to manage others. ✗ He contributes to the company’s larger goals. ✗ He should equip himself with more knowledge of technology for his job. ✓ He is plans and organizes work in timely manner. He provides good management of them. He should work on being an active listener. He regularly talks to his employees to ensure work is on track. ✓ He keeps management apprised of ongoing problems or issues that occur within the department. ✗ He will blame others for missed deadlines and objectives. But in a short time, he led the team to become one of the best. Think about that! ✓ He keeps to his commitments and works with fellow employees to help them keep to theirs. If it needs to to completed, he will finish it. ✗ He loses his temper easily when others give criticism. ✓ He performs his tasks with heart and always accomplishes them in due time. ✓ He is an effective communicator who works very well with his team members. ✗ We can not rely on him to produce a quality product. ✓ He adheres to deadlines and meets production benchmarks. ✗ He does not want to refer to different solutions or ideas except the ones that he is using. ✗ He does not demonstrate an ability to work or conduct research independently. ✗ He spends a lot of time and effort on creating good relationships with her clients, but the working environment leaves much to be desired. ✓ He listens carefully, and sincerely considers the ideas of others. ✓ He is the go-to person if the task absolutely must be completed by a given time. ✗ He should learn the technical concepts required for his position. ✓ He is decisive in difficult situations. ✗ He understands how to handle difficult employees and manage difficult staff. Standing on his own would be better. Develops innovative strategies such as [example] ... Is very innovative under adverse conditions, Fosters a curiosity for innovative possibilities, Recognizes the needs of others and reaches out to lend a helping hand, Establishes effective working relationships, Builds on mutual dependence and understanding, Displays an ability to learn rapidly and adapt quickly to changing situations, Committed to continuously learning through [example], Responds quickly to new instructions, situations, methods, and procedures, Provides team with support through [example], Collaborates with individual team members to establish a development path, Holds employees accountable for their own results, Provides team with the resources needed to attain results, Creates flexible plans to meet changing opportunities, Excels in developing strategic alternatives, Formulates strategies, tactics, and action plans to drive X results, Is capable of distinguished performance in a higher-level position, Has reached the level for promotional consideration, Can handle bigger projects and assignments, Is making a strong effort to acquire greater experience and skills to increase potential for advancement, Is enhancing growth potential through additional education and training, Displays a practical approach to solving problems, Effectively solves problems rather than symptoms, Is skilled in proposing optional solutions, Is an important contributor to the successes of the department, Makes a substantial contribution to the continued operation and growth of the organization, Sets realistic timetables to keep projects on target, Makes effective use of all available resources when given a project, Clearly establishes project goals and objectives, Gives consistent recognition to employees, Maintains a work situation which stimulates the growth of individual employees, Makes certain that employees have a clear understanding of their responsibilities, Is readily available for support to employees, Prepares meeting agendas that are concise and, Makes effective use of discretionary time, Excels in living the organization's values, Is able to turn visions into actual action plans, Demonstrates an ability to transfer vision into execution, Excels in contributing to the company's goals, 80% of employees see crowdsourced feedback as more accurate, 80% of peer-reviewed employees get a better understanding of their strengths and weaknesses. This prevents her from finding new ideas. ✓ He is able to make sound fact-based judgments. Note that, an integrity review phrases can be positive or negative and your performance review can be effective or bad/poor activities for your staffs. ✓ He holds himself accountable for his team’s performance objectives and goals. ✓ He is always open to receiving feedback on his work. He always takes on even the most difficulty tasks to develop himself. ✗ He must be closely supervised if he is to his work. In this article, we give you free samples of comments differentiated according to the different skills that are generally reviewed in a performance appraisal. ✗ He is continually searching for ways to improve. ✓ He knows to assign suitable duties to each staff member. ✓ He understands the customer from their point of view. ✓ He is a calming influence, especially within his peer group. ✓ He has a positive attitude that clearly demonstrates her enjoyment of what she does. ✓ He always goes above and beyond his job requirements to satisfy his customers. ✓ He asks pertinent and insightful questions. ✓ He always knows how to best apply new and more effective approaches to conduct business. ✗ He should take part in more training opportunities and concentrate on them. In large part, this is because those reviews lack good performance evaluation comments. It is better for him to improve his interaction skills to build good relationships with them. ✗ He is a good supervisor but he is not expert in this field. ✓ He shows appropriate behavior and gestures, such as nodding or keeping eye contact to indicate attention and agreement. His conduct is as proper and formal as his appearance. ✓ He consistently impresses us with her willingness to do whatever it takes to get the job done. ✓ He makes a special effort to boost employee morale and create a positive work environment. ✓ He builds good relationships through open and friendly communication. ✗ He is good at supervising, but he cannot manage his staff to efficient performance. ✗ He rarely shows appreciation to his employees for a job well done. ✓ He has a high level of professional knowledge of his job. ✓ He works in an open manner and shares information with others to get the job done. He adjusts plans when something is not working. ✗ He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged. ✗ He is the person least likely to offer assistance when needed. ✗ He does not handle stressful situations well. ✗ He fails to keep confidential information secret. ✓ He is always ready to take over new tasks whenever needed. ✓ He actively seeks new or additional on-the-job training opportunities to obtain mastery over tasks, expand personal knowledge and add value to the work group. ✓ He complies with the company regulations strictly. This causes problems when an untested or unexamined idea is moved forward too quickly. ✓ He always cares about the clients’ comfort and convenience. ✗ He does not use his experience and knowledge to its full potential. ✗ He has been the cause of concern from vendors because of his integrity. ✗ He surprised us by not being more technical in nature considering his background. ✓ He demonstrates positive personal regard when confronting problems with others. Instead, provide feedback throughout the year. ✗ He is frequently late for work and dresses improperly. He resolves difficult situations in an amazing manner. ✓ He is dependable and turns in good performance each day. ✓ He leads the team in the difficult environment of customer service to success, meeting all objectives. ✓ He displays an effective cadence when working with clients on projects. But if you’re looking for inspiration, here are some sample review phrases and comments. ✗ He is constantly disrespects his manager. ✗ He does not understand how complicated relationships management is. He does not retain the important information required to perform his job well. ✓ He possesses appropriate the expertise to perform his job at a highly professional level. ✗ He has an inconsistent attitude that often negatively affects the team. ✗ He Is a reliable performer and maintains a good schedule. For example, a maintenance worker’s performance would not necessarily … ✗ He is continually late for work and should improve this area by focusing on arriving on time each day. ✗ He fails to resolve problems in a timely manner. If you do annual performance reviews, it's important to get it right. ✓ He follows instructions with care and attention. ✓ His team looks up to him as a positive influence. ✓ He enables others to remain calm and focused on the main goals. ✓ He behaves in ways designed to keep problems impersonal whenever possible. ✗ He finds it difficult to delegate tasks which makes the team’s achievements entirely reliant on him. ✓ He gives frequent feedback to his staff members. He is skilled in finding the best ways to get a job done. Step 2: Users will click the “Open Submission Form” button to fill in and submit the report. ✗ He is not liked by those colleagues working with him despite the good impression the management team has of him. He constantly reviews solutions to see if they are the most effective way of doing things. ✓ He strives to find new challenges that will expand his experience. ✓ He brings comfort to people working with him. ✗ He cannot commit his team towards the organization’s goals. He quickly turned the team around to one of our best performers. ✓ He treats others with respect, courtesy, tact, and friendliness and actively attempts to be helpful towards others. ✗ He is unable to develop performance improvement strategies. ✓ He establishes workable, prioritized, and highly effective problem-solving plans for each problem. ✗ There have been a few issues with his team that must be resolved. ✓ He is always the first person thoroughly understand and take on the new technology well. ✗ It seems too difficult for him to do his job on his own. ✓ He makes decisions that consistently reflect his strong commitment to acting reputably. This reduces the creativity of other member of the team. ✗ He interrupts others and changes their topics if he does not like them. ✗ He needs to improve his technical understanding of his job. ✓ He can be relied on by his team members and expects the same from them. When his quarterly performance review with his manager comes around, he’s confident that his work will speak for itself. ✓ He is a servant-leader, who is always willing to help his team. ✓ He has a wide skill set and although he has some weaknesses, he always seeks help from appropriate colleagues when needed. ✓ He is strong and confident but at the same time open-minded. As soon as a new status report is added, participants with “View” rights can view it in real time. ✗ He is unreliable and often late for work. His understanding of the issues enables him to solve problems at a remarkable pace. ✗ If he has any doubts about his own company, he recommends a rival company in the interests of his client. ✗ He is indecisive. ✗ He fails to think out of the box and prefers to do things the way they have always been done. He is very result orientated. ✗ He tries to be both a manager and friend. John needs to learn the appropriate lessons from failure. ✓ He seeks feedback on the effectiveness of his written and oral communication. ✗ He has created democratic and equal relationships with his employees but he should have been more demanding. ✓ He knows how to prioritize short-term and long-term goals. ✗ He lacks confidence and communicates inefficiently when he meets people. He shows high ideals about how he believes those around him should behave. ✓ He allocates tasks appropriately based on the prior assignments. ✓ His written communication is very good, however his verbal communication skills could be improved. He has a difficult time separating his personal relationships with professional ones. ✓ He maintains open communication among his employees. ✗ He is careless and unmotivated, which ultimately slows the team down. ✗ He can be the cause of conflicts between his coworkers. ✗ He has cost the company customers and money because of his disingenuous behavior. ✗ He is unable to find out a solution when facing a complicated situation. ✓ He provides sufficient information on guidance and feedback to his team. ✗ He appears uninterested in helping customers with their challenges. ✓ He managed a flawed team In difficult circumstances, and developed it to be one of the best in our organization. ✓ He praises the staff who take responsibility for their performances. PERFORMANCE REVIEW BEHAVIOR EXAMPLES FOR CORE COMPETENCIES Mastery of the core competencies will vary depending upon the background and duties of an employee. ✗ Bending the rules is effectively breaking them in our line of work. ✗ He has difficulties in understanding the strategy of the company or narrating a conceptual ideal to managers. ✗ He lets expedience take priority over integrity. ✗ He needs to find more ways to take creative risks. ✓ He listens effectively to others’ ideas, problems or suggestions. ✓ He always provides assistance when necessary, even beyond his normal fixed duty hours or at weekends. ✗ He is unable to find more than one way to achieve a difficult task. ✗ He is known to be hot-tempered with his colleagues. ✗ He is not approachable and is tough to work with. ✓ He is able to work with clients’ objections, cope with them and convince the customers of the merits of his point of view. ✓ He can bring disparate groups together even in the most difficult situations. ✗ He is uninterested in what others have to say and interrupts others before they finish speaking. ✗ He is trained how to use his time efficiently but he is still unable to manage it. ✗ He is unwilling to consider new or interesting ideas, even when the run-of-the-mill ideas have been exhausted. ✗ He has not related to his coworkers well. He makes people feel great when being in a team with him. ✓ He one of the most technical employees we have. ✓ He is a skilled negotiator who follows corporate rules and studied techniques. ✓ He shows faithful commitment to getting the job done. ✗ He is often late for the beginning of his work shift and consistently tardy returning from lunch. Data such as the report type, date and name will be added automatically. ✗ He is reluctant to find more effective ways to perform job activities. ✓ He manages his team well and elicits good performances from them. ✗ He often isolates himself and does not take constructive criticism well. ✓ He is a strong team player; who is humble and says that projects are the achievement of the whole team. It shows his creativity. ✓ As an employee, his communication was good; as a manager, he has proved an even more effective communicator. ✓ He is an excellent coach and regularly receives maximum performance feedback scores from his direct reports. His leadership has contributed to very high productivity from this department. ✗ He is a loner. ✓ His positive attitude in his management role is his most important and effective skill. ✓ He is excellent example of our company culture in action. He never interrupts them during a conversation. Objectives Management, Continuous 360° Feedback, Performance Reviews, Engagement Surveys. ✓ He makes a positive contribution to morale. ✗ He usually voices breakthrough and helpful ideas in meetings – even though he is not one of people you think of as a creative employee. ✗ He does not listen to directions and repeatedly asks management to repeat themselves. ✗ He appears to be a rigid manager, but if he thought in a more flexible way, it would do him well. ✗ He is unable to focus on the important tasks and ensure they are completed first. ✓ He thinks outside the box to find the best solutions to a particular problem. His attitude is one which should be emulated. ✓ He is an innovator at heart. ✗ He finds it difficult to plan an action without instruction. With sample HR performance review comments as a guide you will be able to ensure that the review form encourages the employee in question and does not negate or downplay his qualities and abilities. ✓ Doesn’t allow individual emotions or feelings influence decisions. ✓ He understands his team and how to motivate them to high performance. ✗ He tends to overanalyze problems when a prompt decision is required. ✓ He enables everyone around him to remain calm and concentrate on the final goal. ✗ He is unwilling to train and learn new skills. ✓ He completes work within established time lines. ✓ He is a creative person. He only cares about how to get the job done excellently. ✗ He excessively tries to talk about non-work related topics. ✓ He constantly pursues new learning and training opportunities. ✗ He is not very effective at managing his staff to a high performance level. ✓ He is able to bring out the best out of those in the team. ✓ He only makes a decision after considering it carefully. His natural ability to work with people is a great asset to our team. He stands firm and the situation does not affect his attitude. ✗ He is not effective at leading her team to high performance. ✓ His good attitude towards clients makes them use the company’s service again and recommend it to others.