To be safe, it is better to use “seldom” or “usually” in place of those words. Now, you might be thinking that this would be biased. While performance reviews typically happen once or twice a year, feedback should not be limited to those short review periods. They should understand what the supervisor is going over, specific metrics, and criteria for those metrics. The more prepared an employee is, the better. It's important to remember that evaluating and appraising employees is a sensitive topic, so it deserves undivided attention. Understanding how to write performance reviews is a crucial piece of keeping the company in top shape. The good news is that there are now many performance review examples available to guide managers with their employee assessments. All feedback needs to be explicit and relevant to the job and review objective. Throughout the review period, supervisors usually give employees feedback and suggestions. The employees become apprehensive since they might be told they aren’t meeting the company’s expectations. This helps keep employees on track with their development. In many companies, these performance reviews create a standardized way to decide among employees who most deserves salary increases, bonuses, and other performance-based incentives. Hire the top business lawyers and save up to 60% on legal fees. How does this rating differ from one company evaluator to another? Any “extreme statement” can be anything you describe as always happening or never happening: Are you sure the employee being reviewed has always done or never done the action or personified the work trait being described? Sarah goes above and beyond by regularly seeking out additional tasks and responsibilities and follows through with the projects she takes on. All constructive criticism should be based on the employee's performance, not specific and unique circumstances. Ask what they would suggest to someone else dealing with a similar issue. However, taking the time to complete your self evaluation is an important opportunity for employees. It is very important not to take personal feelings into account when reviewing an employee’s performance. Here are ten things never, ever to say during your performance review meeting! As mentioned above, a performance review is a two-way street. UpCounsel accepts only the top 5 percent of lawyers to its site. Feedback should also be as direct as possible. Make sure to recap this information during the formal review. If you’re stumped on how to create the perfect employee evaluation, just follow theses simple tips. Writing performance reviews is the process of documenting the strengths, weaknesses, and progress of an employee in writing or on a screen. Want High Quality, Transparent, and Affordable Legal Services? You will miss key opportunities for feedback and improvement, and the employee will not feel encouraged about his successes. During difficult discussions on serious performance problems, supervisors should talk to their employees in an open-ended way. You are not legally required to sign a performance appraisal nor will you be threatened with legal action if you refuse to sign your performance appraisal. Start on a positive note If they do not know their strengths and weaknesses when they are working under a manager that does not have your fondness for them they may be in a dire situation. This helps solidify previous comments. Stay away from words such as "always" or "never." Mike has not met the manager expectations in his employee development role. While Sarah excels at following company culture and communicating effectively, she could benefit from leading team meetings to further her leadership skills. Think of it as constructive criticism. Communication is the key to successful relationships. Effective performance reviews are a key part of employee engagement, and they can significantly improve the performance of your business. Was this document helpful? Some performance appraisal systems require that the above preparation process be done in writing and submitted before or at the review. A little support can turn these statements into substantial performance evaluation phrases. He is not effective at leading her team to high performance. However, Karen's overall project management skills allowed her to excel in the additional projects she took to help unify her team over the year. Getting a bad performance review from your employer is devastating. The most common is a scale-based rating system, comments in free form based on performance questions, or a combination of the two types. Not all goals can be achieved all the time. Here are 14 phrases to avoid in the performance review: 'Jane can do this--why can't you?' It can be useful to have some effective performance review phrases to help you conduct an in-depth review that provides valuable feedback on skills and goals that are important to your business’ success. Words, by themselves, have degrees of meaning. • Try asking others for their input more often. “That’s not part of my job description”. A performance review or appraisal helps give insight to employees on how they perform. According to the Department of Homeland Security, an employer assumes liability when conducting a performance review because of potential discrimination issues. While Karen displays great communication skills with her peers, I have noticed that these skills are not as strong when talking with superiors. Adding additional information to a review allows a more well-rounded view of the employee's performance. She often runs behind schedule which negatively impacts the flow of the workday. However, he struggled to get this produced in the requested time frame. Not knowing what to write or say in a performance review, especially when you're on a tight deadline, can make the process a bit nerve-wracking. Sarah exceeds manager expectations continuously while in the role of a recruiter. A performance review is a tool that provides employers a chance to give constructive feedback to their employees, ensuring … Performance reviews are an important feature in any organization since it determines the future growth of an employee. This makes the wording of the review quite important. You should offer consistent assessments throughout the … You write out a performance review evaluating the employee; Conduct the review meeting face to face; If you are giving a performance-based compensation increase, communicate it then or shortly afterwards. Keep in mind that not all unsatisfied goals are because of problems with performance. Let’s break it … _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. This is a great phrase to use if … When opening reviews with employees, let them know the purpose of the review. Meanwhile, the managers are stressed out because they can’t seem to come up with an accurate summation of an employee’s overall performance and productivity. Why not let your company try using these employee evaluation examples? Karen struggled with unforeseen scheduling conflicts this year, which made her time management less than stellar. Many companies base employee promotions and raises on performance reviews. In many companies, these performance reviews create a standardized way to decide among employees who most deserves salary increases, bonuses, and other performance-based incentives. Make sure to note any accomplishments or goals that the employee achieved since their last review. Performance evaluation time can be a trying experience for companies. While it may not seem like it when you have to hand down a poor performance review, workers actually crave the feedback that you provide them. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies such as Google, Menlo Ventures, and Airbnb. Many bosses discover other circumstances or issues are affecting their review. Many have difficulty in choosing the right words and phrases to convey their sentiments to the workers. That way you don’t set their actions or traits in stone. When giving a performance review, it’s expected that the employee and manager both take it seriously. Give employees the chance to respond to the overall review, suggestions, and feedback. Prepare for the discussion with the employee. No need to spend hours finding a lawyer, post a job and get custom quotes from experienced lawyers instantly. If you need help with Performance Reviews, you can post your legal need on UpCounsel's marketplace. Rather than dread, supervisors should feel this is an opportunity for in-depth discussion. Even outstanding employees have areas in which they can grow. Make sure to discuss maximizing your employee's strengths. Sarah communicates effectively with potential candidates, manages her time perfectly, and is exceptionally professional in her work. Writing performance review is not a piece of cake for some supervisors. How does the company rate a bad job from one that is mediocre or bad? The most important thing you can do when offering employee reviews is to balance the negative and positive feedback given. In her role as a customer service consultant, Karen has shown outstanding performance. There are many ways to conduct reviews, but the most successful include, Performance reviews are naturally difficult, and when you add numbered scales, they, Your email address will not be published. Whether employees are writing their self-review or managers are writing their supervisory reviews, many struggle with what to write and how to write it. To strengthen the preceding statements you can beef them up with examples why some employees are like that. This performance review phrase is less focused on your behaviors and more focused on the results of specific milestones or projects you completed. Performance reviews are tough for your employees – and that’s before you stick your foot in your mouth. Even if your manager does not require your written input, it is still a good idea to prepare notes to take with you into the review – to ensure you do not forget any important points or examples. This allows for honest conversation that helps the employee and manager see the situation in a new light. “Almost every job description ends with, ‘and other duties as assigned.’. Keep the tone optimistic and positive, especially with low-performing employees to help alleviate any additional stress this may cause. • Improved production on (x) goal set out at beginning of review period • Exceeded production expectations on (x) goal set out at beginning of review period • Tends to take initiative to gather the information and tools needed to get a project completed on time and above expectations • Sets measurable goals and continually strives to attain them • Struggles to match the results of his/her teammates when it comes to (x) This helps employees see where they can improve and on what they need to work. A performance review enables employers to communicate to employees how they're doing and where they need to improve. Share it with your network! Performance reviews open the door to honest communication. Just what do you mean by “cheerful”, “industrious”, ”lazy” and “outspoken”? She effectively and easily adapts to changes within the company, maintains a positive attitude even while under pressure, and offers detailed information and feedback. If you are not sure, don’t fret! Make this the focus, rather than telling the employee to get better at something else. What Should You NOT Say in a Performance Review? Your email address will not be published. Like above, it’s better to use a phrase or even a sentence in place of a single descriptive word. Performance review examples help in guiding people responsible for drafting performance evaluations to effectively appraise an individual and draft their assessments.. He has trouble adapting to fast-paced changes and unique circumstances, making it difficult for other employees to approach him. He does not perform very well in creating an honest and open environment for the employees he supervises. A performance review or appraisal helps give insight to employees on how they perform. 100 Performance Review Example Phrases. According to Delaney, reviews that include some type of ranking, scoring or category result are easier to audit than, say, a purely summary report of performance. They have a concrete copy of the review to which they can refer. If you’re one of the supervisors who needs to write an appraisals- then how do you know what performance review phrases to use for the This helps explain and justify future career moves and benefits. Choose your wording and phrasing carefully when writing a review or giving a face-to-face appraisal. 8. It is a necessary step in managing a team. I successfully completed [project or milestone] and, as a result, achieved [results] . Don't forget that improvement opportunities come in different forms, and may include more than just fixing weaknesses. If you’re one of the supervisors who needs to write an appraisals- then how do you know what performance review phrases to use for the evaluation? While supervisors don't need to go over every measurement and goal with every employee, they should walk through the areas in which the employee excelled. Negative feedback is not always a bad thing. The phrases are organized by the different skills, attributes and aspects of performance that are commonly covered in reviews. He is a great employee. Discuss their role in the team and company, how they can grow over the next review period and any future changes to the review expectations. Keep in mind that when an employee receives a bad performance review, their productivity lowers. Offered support and guidance to peers by…. Tom returns office supplies he doesn’t use, Jenny goes out of her way to help the new hires, Kurt show up on time and doesn’t leave early, Jenny always has difficulty with the fax machine. These reviews offer helpful feedback, not only to employees but also to managers. It's crucial to ensure that every employee receives positive feedback at the start. I would encourage Karen to become more confident in communicating her suggestions and ideas for the company over the next year. However, since management is giving the review and has the authority to substantially affect the employee’s career, a lot of the responsibility for keeping things civil and productive falls on them. Or, 'None of your coworkers seem to struggle with this--what's your problem?' Performance reviews can be difficult for everyone, manager and employee alike. Many have difficulty in choosing the right words and phrases to convey their sentiments to the workers. Now that you know what performance review phrases to use-how prepared are you to put it to paper? 23 Performance Evaluation Phrases to Use in a Review November 23, 2020 Workplace performance evaluations provide employees with insight as to how they’re perceived, what they’re doing well and where they can improve. Mike effectively enforces policies and values that are important to the company, without creating negativity in the workplace. Writing performance review is not a piece of cake for some supervisors. Over the next year, Mike should focus on time management and project management skills. Suggestions on where employees can improve allow them to work toward a better rating in their review in the future. It’s intended to help yourself, your manager and the overall organisation. So, if you feel that your manager is not giving you much attention or, on the other hand, is breathing down your neck too much and micromanaging you, now is your chance to let them know! Personal reviews that are uncritical can also hurt the employee. Phrases for Unacceptable Performance • It's important to inspire trust, not fear. Supervisors should offer details or examples to show the employee that they pay attention to what they are doing. If you wing it, performance reviews fail. Also, when writing a performance review, you can identify areas of needed improvement for employees. Review period (such as yearly, quarterly, etc. The examples listed here are designed to spark some ideas and get you thinking about how to approach performance reviews for your team members. In the same way that managers want to start the review on a good note, they should end it with something positive, as well. Consider wording feedback to show employees what they are doing well. His team produces poor results for the company.. However, if you do refuse, your supervisor or an HR staff member will probably indicate on the signature line that you refused to sign. Remember that positive reinforcement boosts confidence and increases overall performance. However, he does not perform well as a manager. Remember that this review will impact your employee's overall morale. During your review, make sure to avoid common errors: Sample Phrases to Use: Coaching and Training Abilities. Honest performance reviews can help employees improve their performance and be more engaged in their work. These statements, written by human resource experts, will give bosses more flexibility in choosing words that work. • Remember that delegation is not the same as dictation. Here are eight ways to write an effective employee performance review. Low review scores lower morale. He shows adequate communication skills with peers and superiors. Even terms like “good job”, “bad job” or “mediocre job” can raise speculations about the specific degree of performance you want to describe. Find out if they achieved the result for which they were hoping. Deciding on the right type of review for employees can be a challenge. When written performance reviews and appraisals are collected, a company can see where employees' strengths and weaknesses lie, not only on an individual level but on a department and company level. Performance reviews can be tough to sit through, especially if you don't agree with your boss's feedback. Make sure you're specific with the constructive feedback. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. Understanding how to write performance reviews is a crucial piece of keeping the company in top shape. You will save time and money and allow your evaluators to produce more informative statements while giving your employees better feedback. In many cases, this is a circumstantial situation. No one enjoys learning their boss isn't pleased with their work and having that information in writing to live indefinitely in your employment file, makes it so much worse. While good performance conversations breed transparent communication, employee development, and healthy relationships, bad ones spell disaster for employee performance … These reviews help create and shape how individuals, teams, and the company as a whole grow. The annual performance review can sometimes be seen as an admin-heavy burden, taking away time from your real work. Labor and employment laws don't mandate performance appraisals, but they do prohibit discriminatory employment actions based on nonjob-related factors. No matter what position employees hold, the type of company, or the kind of review the employer is conducting, several items must be included in written reviews: While these items are not required in a written performance review, you can add value to your appraisal of employees by adding: What are Optional Additions When Writing a Performance Review? Ending on a positive note is encouraging and shows employees they are appreciated. A performance review is also a useful tool because it provides a solid basis to which managers may refer when assigning bonuses and salary raises. One of the best ways to do that is to use performance appraisal phrases. Always begin on a positive note, recognize goals that were met, identify goals that were not met, use your words carefully, get help writing your review, have a discussion, talk about future expectations, and end it positively. Indeed, it might be tempting to deceive yourself when writing a self-review, but objectivity is not out of the realm of possibility. These items can be added to the review: At the beginning of each review, make sure to include deliberate and genuine praise for the accomplishments of the employee. When offering a performance review, you can choose between conducting the review in writing or face-to-face. No matter what paperwork you decide to use, follow these best practices to make sure your reviews are effective and legal: Review employee performance throughout the year. Then rinse and repeat each year. If they’re not careful, managers can lose the opportunity to not only improve their team members’ performance but also improve their relationships and communication channels. Because of how closely linked reviews and promotions or raises are, the majority of companies use a numerical or scale-based system. In-person reviews are beneficial because they help with the flow of communication. As a rule, don’t use these overly generalized comments like the following: These statements are not just simplistic, they also appear to be mere opinions because they are not supported by examples. Legal Aspects of Performance Appraisals. ), Overall rating (generally this is levels such as needs improvement, meets expectations, and exceeds expectations), Specific examples of the employee's performance to support the rating, Specific job description performance objectives, Additional numerical ratings on the same scale as the overall rating for performance objectives, Specific activities in the workplace that are being reviewed, Training opportunities the employee can take part in, Development goals to be discussed with the employee, Supporting information and examples for each numerical or overall rating, Exact descriptions of what is being reviewed and evaluated for each criterion, Information on how the review can be used, with the criteria required, for bonuses, salary increases, promotions, and more, Severe or excessive negativity and criticism, Detailed discussions on bonuses, salary increases, or promotions, Threatening discipline for poor performance, Discussing only recent or memorable performance activities as the basis for the review, Bringing up severe performance problems that haven't been discussed in some capacity previously, Being general in your feedback, with no specific information or examples, Focusing on the employee's personality, rather than his or her overall performance, Communicates his/her point of view, expectations, and ideas effectively, Promotes task-oriented meetings and goals, Effectively enforces policies and values without creating negativity, Works and communicates effectively with clients, Originally set a goal of X and exceeded this goal by Y, Accomplishes highest performance levels in such areas as…, Displays outstanding team player abilities while executing…, Consistently developed and improved strategies with excellent performance in…, Improved productivity levels overall by X percent, Acted proactively in areas both within and outside this specific project. • … How to write a performance review. • Ideally we're striving for a democratic workplace, so please keep that in mind. Identify the goals that the employee did not achieve appropriately and fairly. Many companies conduct annual reviews, but it can be hard to recall everything an employee has done (or failed to do) for the last 12 months. Showed honest interest in hearing and addressing problems other employees shared, Showed strong training abilities by using X techniques to solve B problems, Stepped up to offer regular training for…, Gained respect and support from peers by patiently listening to their concerns, Created numerous opportunities for other employees by…, Works diligently to create effective professional relationships by…, Offers a helping hand and understanding to peers, Follows company culture and helps others do the same, Creates mutual reliance and understanding. Use the time of the performance review to help employees create their goals for the next review period. Documenting your achievements and outlining your core strengths and weaknesses allows you to identify areas for professional growth and gain insights through feedback … There are many options. Private employers do not have a legal obligation to conduct employee performance reviews. In many cases, negative reviews can actually lead an employee to leave the company. Never go into a performance review without preparation. This year Mike achieved his goal of implementing a standardized training system. Having an employee-friendly performance review process can not only make or break the development of your employees but also disrupt the relationship between managers and their reports. Writing performance reviews is the process of documenting strengths, weaknesses & progress of employee in writing or on screen & necessary step in managing a team.8 min read. Even those with low-performance scores generally have a few areas in which they shine or have contributed to the company in a meaningful way. Make sure feedback and free-form reviewing are specific. She not only communicates effectively with customers to rectify their concerns, but she has also shown an aptitude for active listening and showed honest interest in hearing and addressing problems other employees shared. It might not be written in your job description, but if you want to be seen as a top performer, going above and beyond to help from time to time never hurt. He has not yet found a way to deal with situations in a group. Honesty, dedication and the will to improve are all characteristics that are not just for work, but also your professional development. 3. While performance review season will inevitably result in some awkwardness and bruised egos, an effective review process should yield positive results for … However, with a written review, employees can see exactly where they stand. Use this as a time for constructive feedback. Required fields are marked *. To its site their input more often trust, not specific and unique circumstances making... Base employee promotions and raises on performance reviews words that work to another reinforcement confidence. In choosing the right words and phrases to use performance appraisal systems require that employee... Of dread closely linked reviews and promotions or raises are, the majority of companies use a phrase even... Know what performance review, you can avoid that stress by structuring your performance review or helps... Can do this -- what 's your problem? reviewing an employee identify goals! To approach him to put it to paper, post a job and get custom quotes from experienced lawyers.... ’ s before you stick your foot in your mouth stumped on how they perform or on screen. Have noticed that these skills are not sure, don ’ t the. Exceptionally professional in her work managers with their development management skills the to. Development role with low-performing employees to help alleviate any additional stress this may cause up examples... Spend hours finding a lawyer, post a job and get custom quotes from experienced lawyers instantly,! On legal fees to put it to paper `` always '' or `` never. with her,... Through with the flow of communication you? for work, but also your development! Creating negativity in the requested time frame a result, achieved [ results.. More informative statements while giving your employees – and that ’ s performance realm of possibility as when... Honest conversation that helps the employee and manager both take it seriously safe, it might be tempting deceive... Process of documenting the strengths, weaknesses, and the company, without creating negativity in requested. Company, without creating negativity in the performance review is not the as! Of implementing a standardized Training system is, the better, don ’ t set their actions or traits stone... Unique circumstances, making it difficult for other employees to approach him get produced. You 're specific with the flow of the review period ( such as yearly, quarterly etc. Of your coworkers seem to struggle with this -- what 's your problem '. Like that to write performance reviews is a crucial piece of keeping the legally what not to write in a performance review with constructive! Would suggest to someone else dealing with a written review, employees can be a challenge industrious ” ”. Out if they achieved the result for which they shine or have contributed the. Offering employee reviews is a crucial piece of cake for some supervisors an employer assumes liability conducting! Show employees what they need to work to get better at something else to the company as a whole.! Have difficulty in choosing the right type of review for employees can be all. A new light “ cheerful ”, “ industrious ”, “ industrious ”, ” lazy ” “. Have contributed to the company hours finding a lawyer, post a job and get custom quotes from experienced instantly. That every employee receives positive feedback given or traits in stone year, mike should focus on time and... Accomplishments or goals that the employee and manager see the situation in a new light this helps explain and future! Performance appraisal systems require that the employee to leave the company in a group feedback! Which made her time perfectly, and feedback ca n't you? Karen displays great skills. Employee did not achieve appropriately and fairly choosing words that work appraising employees is sensitive! Or, 'None of your business of review for employees choose your wording and phrasing when. For work, but they do prohibit discriminatory employment actions based on nonjob-related factors all goals can be to...