Patiently analyzes market and delivery systems in order to assess present and future material availability. Keeps managers/employees updated by developing documentation, flowcharts, layouts, diagrams, charts, code comments and clear code. 198) Unreliable in finishing tasks by allotted deadline. 189) Can identify what needs to be done first in order to save time. Generic (& meaningless) rhetoric does not lead to any performance improvements. 36) Allows stress and pressure to get the better of him/her. 34) Let’s non-work topics provoke her/him. 31) Negative attitude in some situations has a tendency to cause problems. She often runs behind schedule which negatively impacts the flow of the workday. 194) Meetings and presentations tend to exceed allotted time. 6) Achieved perfect attendance over X (weeks, months, years). Copyright © 2014 - 2021. 13) Often exceeds the maximum number of vacation days. _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. Note: Although these are all 100% usable for an evaluation, we recommend shaping the phrases to be as specific as possible for the employee under review… - Bradley K., USHG. Question to Ask the Workplace Doctors about context of a performance appraisal review: when I went to close the door, he said to leave it open, so it stayed half-opened, half closed. We’ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses. 113) Teammates do not enjoy working with him/her. And when you’re organized, everything runs more smoothly. 188) Can always depend on him/her to manage time well. It can significantly improve performance of your business as we discussed in previous blogs.It is important that performance reviews become an ongoing conversation between a manager and a direct report to be effective. Additionally, company & team values could also be included in the list of competencies by some organisations. In order for the written feedback on your evaluations to have a long-lasting impact, you need to focus on the individual performance factors that determine the quality and quantity of your employees’ work. 168) Willing to cooperate with coworkers. 119) Fails to recognize the needs of others. 104) Wants to get to know and understand other employees. Sling, Inc. All rights reserved. 148) Puts high value on doing a good job. Experience the myriad ways the Sling app can make your managerial job easier by signing up for a free trial today. 108) Can work with a variety of personalities. Performance reviews can be difficult for everyone, manager and employee alike. 180) Often a divisive element within the team. The examples listed here are designed to spark some ideas and get you thinking about how to approach performance reviews for your team members. A consolidated list of positive & negative employee performance review phrases that could be handy during your company performance review process. 172) Does not view workplace as a team environment. 67) Always performs at or above expectations. 84) Shows initiative and flexibility when starting a new task. 112) Strong, direct personality can turn people off. 10) Very reliable about being at work on time. “Improved xx by xx%”. 11) Does not meet company standards for attendance. Introduced innovative tactics for sales promotion resulting in X% reduction in advertising cost, Increased number of MQLs per week by X% during (period), Always takes care to improve core Marketing competencies by leveraging HubSpot, Simplilearn, etc, Despite facing backlash for decrease in MQLs provided in (period), continued efforts to improve website with higher intensity, Created with ♥️ by Amoeboids Technologies Pvt Ltd, Agile Performance Management add-on for Jira, Blog | OKR, Agile Performance Management & Employee Engagement, Perfy – AI Powered Robot to enhance employee productivity, Achieved phenomenal growth with number of visitors on website in a short duration, Established key marketing metrics to effectively measure the efforts of content published on website, Exceeded original target of X number of visitors by Y% increasing quality and quantity of content on website, Effectively measured the impact of X on branding of company, Is highly responsible and makes sure completes (list of tasks), X has a go-getter attitude making him/her highly valuable for the entire team, Is able to conjure imaginative solutions to challenges faced by team, Level headed thinking helps ‘X’ take faster and better decisions, Is highly dependable and delivers close to 100% on every responsibility that he/she undertakes, Rarely waits for others to tell him/her what needs to be done to achieve end results, X is always able to connect the dots and see the bigger picture before undertaking any initiative, Able to deal with stressful situations and handle each task as decided, Has developed a team-oriented approach among all the employees, Highly capable at identifying and rewarding exemplary performance by teammates/subordinates, X conducts careful research and is well prepared before meetings, Maintains effective communication with clients/customers/teammates when they face technical problems, X has his/her sights on a clear vision and takes steps accordingly to reach there, Always one step ahead of the game when it comes to technical expertise, Lacks understanding of buyer persona which leads to incorrect messaging for target audience, Falls behind schedule to achieve targets of providing quality leads to Sales, Takes decisions without analyzing historical data which leads to poor campaign management, Lacks patience, abandons initiatives midway when results do not show (such as weekly newsletter), Reluctance to upskill and gain marketing expertise has led to performance stagnation, Lack of commitment often results in (list of tasks) being revised multiple number of times, Needs to improve analytical skills to make sense of data being collected from multiple sources (Analytics, Email campaign, etc. 117) Displays superior attitude toward all. In this article, we have consolidated about 450+ positive & negative phrases that could be handy. 15) Disrespects others by regularly arriving late to meetings. 7) Inspires others to improve their attendance. They are the pillars of a healthy work environment. 150) Wants to improve at everything he/she does. 18) Unreliable about reporting to work on time. 35) Too easily switches from positive to negative attitude. 66) Consistently demonstrates that he/she cares about his/her job. 125) Shows appreciation for a job well done. Is accepting of constructive criticism 3. "Sling allowed Union Square Hospitality Group to schedule smarter instead of harder." March 12, 2013 March 12, 2013 Bill Gorden Performance Appraisals. 1) Always on time (or even early) for meetings and conferences. Poor knowledge of web analytics tools such as Google Analytics, Netinsight, WebTrends. 173) Always wants to work alone on projects. 132) Does not inspire teammates to work hard. In each following section, you'll see five phrases for acceptable performance and phrases for unacceptable performance for the given skill. 157) Does not see the value in doing a good job. 54) Does not know how to deal with a difficult customer. 131) Needs to improve in ability to talk to coworkers without being condescending. 177) Is frequently insensitive to coworkers’ feelings. Periodic performance reviews are a powerful tool for improving the way your employees work. Teamwork is crucial to any company. 145) Is consistently a top performer among teammates. Is a calming force, especially with [his/her] peer group 6. But more than that, a performance review done well forges a strong employee/employer relationship. When writing out a performance appraisal phrases for multiple subjects, it can be hard to create unique thoughts as well as find the best way to critique without evaluations being taken the wrong way. 79) Is not willing to help employees with their work. One of the best ways to do that is to use performance appraisal phrases. The better you communicate with your employees the stronger your team will be. 162) Encourages teammates to work together toward a common goal. 101) Has strong relationships with coworkers. 46) Handles difficult customer service situations very well. This may result in team members getting an impression that all performance reviews are generic and the same things are said to pretty much everyone. 4) Adheres to the schedule whenever possible. 64) Known for dependability and willingness to work hard. 115) Gives an impression of superiority to teammates. 152) Does not take initiative unless prompted. 71) Unwilling to work beyond scheduled hours. Here are some phrases that may help you recognize your employee’s achievements as during their performance reviews: “Sets well-thought-out goals and continuously strives to achieve them”. 118) Coworkers do not like being on his/her team. “Made an effective system to streamline xx work processes by doing xx”. 96) Shuts down when expectations aren’t met. 143) Excels at developing strategies that deliver results. For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today. 178) Plays everything very close to the vest. Prospects have left negotiations midway due to poor attitude, Is not efficient at assigning sales territories and setting sales quotas for himself/herself and team members, Avoids tasks that require analyzing sales statistics, Needs to understand (list of products/services) before undertaking any activity, Frequently presents unrealistic sales forecasts, revenue and expenses report to management, Offered assistance for project ‘Y’ but backed off when the time came to help, Doesn’t trust teammates/subordinates enough to delegate important responsibilities to them, Fails to identify emerging markets or market shifts and loses out on valuable opportunity, Does not consider integrity to be as important as it actually should, Lacks patience to deal with stressful negotiations, often ending up arguing with customers/prospects, Rarely takes it upon himself/herself to design and implement a strategic business plan that expands company’s customer base, Has difficulty comprehending what the other person is trying to say, Is not able to put forth own opinions in an assertive manner and often comes across as aggressive, Abysmal organization skills have led to loss of information on three separate occasions, Does not monitor progress of sales for prolonged periods of time, Does not deliver on outcomes as promised in the first stage, Lacks business acumen to drive sales from plan to close stage, Takes credits for efforts taken by others, Able to efficiently handle X% more customer request volume as compared to standard expectations, Consistently X% more average number of replies per request in a day, Quickest resolution rate enable X to handle more volumes as compared to teammates, Regularly rated >7 out of 10 in customer support feedback, Assists teammates when they are loaded with higher volumes without compromising on own targets, Is genuinely interested in identifying and implementing strategies to improve quality of service, productivity and profitability, Always up for identifying and addressing staff training and coaching needs, Reduced errors in handling customer grievances by implementing efficient checklist for all team members, Never fails to monitor accuracy of reporting and database information, Regularly experiments on existing processes using relevant technology trends and applications to improve productivity, Highly approachable by employees from every level of the organization, X’s sound decisions have helped teammates avoid problems that could affect their productivity, Puts in extra hours to ensure the necessary resources and tools are available for quality customer service delivery, Always willing to liaise with company management to support and implement growth strategies, Constantly searches for new ideas and ways to improve efficiency and shorten the time duration required to complete tasks, Helps others to co-ordinate and manage customer service projects and initiatives, Ensures every team member efficiently tracks customer complaint resolution, Ensures each employee as well as himself/herself is held accountable for their responsibilities, Highly professional when dealing with clients, irrespective of their designations, Does not give up upon failure but instead looks for other ways to achieve success, Often called upon by teammates for advice about potential obstacles, Shows great willingness to ensure his/her goals are achieved successfully, Shows willingness to improve technical expertise on a consistent basis, Poor support has led to being rated < 3 out of 10 on more than 5 occasions in 1 month, Does not understand the problem that customer is trying to present, Not patient while dealing with customers as evidenced by analysis of recorded calls, Less than average capacity (Actual – 8 ; minimum target – 12) of handling customer support requests, Takes 20% more amount of time to handle simple queries, Only 25% instances per month of providing error-free work, Incorrect data analysis has led to poor decision making in 3 out of 5 instances, Does not take efforts to develop conceptual clarity about (list of products/services), Needs to significantly improve communication skills, 8 customers complained about X’s attitude and unwillingness to listen, Always up for a new challenge, but abandons it midway when the going gets tough, Overwhelmed due to large number of responsibilities but cannot delegate when required, Comes in late to meetings and disturbs others when they are in the midst of important work, Lack of integrity noticed on 3 separate incidents in one month, Has a dominating personality and not open to listening to customer’s views and opinions, Has difficulty accepting limitations of own performance and skills during performance assessments, Poor body language dissuades others from maintaining a conversation, Interrupts others consistently leading to problems in negotiations, Lack of organizational skills have led to loss of important information, Finds it difficult to maintain productivity levels and deviates at the first opportunity, Repeats same mistakes over and over leading to delay in completion of tasks, Does not listen to teammates opinions and talks over them, Has been rated poorly by teammates and is considered untrustworthy and unreliable in the organization, Displays a genuine interest in understanding employee grievances, Provides fair guidance to all those who approach him/her, Has created an efficient and systematic database to extract information at a moment’s notice, X has introduced (list of initiatives) that have led to X% increase in employee engagement levels, X reinvented HR policies that have led to X% decrease in attrition levels, Goes the extra mile whenever necessary to improve employee engagement levels, Has a positive disposition yet makes it clear when he/she is overburdened with responsibilities, Consistently performs at optimum levels and ensures individual queries (tax, leaves, compensations, etc) are resolved, Highly proactive at providing feedback to employees whenever needed, Never hesitates to look for alternative approaches to problems, Has reduced turnover by 20% after introducing employee-friendly policies, Capable of reviewing employee performance based on analytics as opposed to subjective decisions, Introduced new team building exercises to increase collaboration by 10% in the organization, Needs minimal supervision and yet achieves complete payroll compliance with greater accuracy, Is known to challenge the ‘we have done it this way’ phrase and come up with better solutions, Is calm and composed irrespective when dealing with complaints irrespective of the designation/level of the accused, Has provided training and development to a team of mediocre performers to achieve 15% better results within 3 months, Provides necessary guidance and help in case of personal emergencies, Carefully balances listening and speaking time to ensure both parties are thoroughly familiar with each other, Welcomes changes rather than oppose them and introduces them in the workplace, Keeps a level head when representing company as its spokesperson, Always sets challenging goals for himself/herself and strives to achieve them, Is able to comprehend how to follow a complex set of instructions even in stressful situations, Large number of employees have complained about X’s unfair and biased practices, “All complaints have fallen on deaf ears” is the most common feedback received through anonymous feedback, Lack of coordination between team members has led to candidates leaving recruitment procedures, Unorganized employee information makes it difficult to obtain information in a timely manner, High amount of resources have been wasted behind unsuccessful employee engagement initiatives (list of activities), Often misses out on minor errors which appear due to lack of revisions, Faces difficulty in correctly analyzing data when presented with a large amount, Lack of understanding about (list of products/services) prevents X from establishing a rapport with prospects, Finds it difficult to convey message effectively, Lacks the ability to understand employee needs and takes 60% more time on average, Displays a genuine interest, but lacks commitment to fulfill the responsibility, Hoards responsibilities close to his/her own chest and does not delegate work among others, Does not conduct himself/herself in a disciplinary manner while preaching others, Lacks good interpersonal skills and behaves irrationally most of the times, Takes a long amount of time to inculcate innovating engagement practices in the workplace, Focuses more on speaking rather than listening during employee performance reviews, Unwillingness to compromise during salary negotiations has led to good candidates leaving the process, Focuses more on organizing everything rather than actually getting the job done, Sets unrealistic expectations leading to over-commitment and under-delivery, Has little patience to deal with obstacles, Argues aggressively when teammates do not listen to what he/she has to say, Hardly pays attention to any rules and regulations in the workplace, Regularly upgrades knowledge as per changing rules and regulations of the Government, Highest number of instances where accurate financial reports were generated within specific deadlines, X is a high performer and actively contributes to formulating strategic and long-term business plans, Pays attention to smallest of details while liaising with auditors to ensure annual monitoring is carried out efficiently, Always the first one to keep abreast of changes in financial regulations and legislation, Has a strong acumen for producing accurate financial reports, Has improved the quality of decision making by carefully analyzing and presenting (list of tasks) information, X is perceived as the go-to person when conducting reviews and evaluations for cost-reduction opportunities, Capable at analyzing market trends and competitors and explaining them quickly to even a layman, Handles all customer queries even after sales to provide a rich customer experience, Ensures all financial information is collected, interpreted and reviewed during the specified time limit, Is proficient at delegating the right task to the right individual at the right time and getting expected results, Brings in a sense of discipline and sets high standards for other teammates/subordinates, Leads by example when it comes to being up to date with technological advances and accounting software to be used for financial purposes, When faced with a conflict, disagrees respectfully and presents facts in a logical manner, Acknowledges limitations and takes efforts to overcome them at the earliest, Encourages others to speak without interrupting them continuously, Overcomes objections effectively leading to successful negotiation of deals, Helps teammates/subordinates get organized and simplify their work, removing all clutter, Helps others in planning their activities, Takes help whenever necessary to ensure work is completed on time, Quick to track the company’s financial status and performance to identify areas for potential improvement, Gives credit to teammates whenever appropriate, Has a difficult time processing and analyzing financial information, Does not seek help when needed which leads to delays and inaccurate processing of information, Takes on more than capacity and avoids delegating work to get it done quickly. Aligns personal and professional goals efficiently and strives to achieve both, Demonstrates exemplary technical knowledge and expertise as compared to peers, Lacks latest/new technical knowledge and is unable to contribute during brainstorming, Unable to translate theoretical knowledge into practical applications, Not able to comprehend directions leading to mismatch between expectations and result, Lacks knowledge about state-of-the-art development tools, programming techniques, and computing equipment to take on challenging projects, Provides temporary solutions that have created long term problems, Needs to improve observation skills and pay more attention to finer details of the task, Low understanding of (list of tasks) due to poor analytical skills, Has difficulty articulating content due to poor understanding of (list of products/services), Communication is good but needs to approach (recipients) tactfully without offending anyone, Lacks confidence to speak in large groups or anyone with higher authority, Does not follow up on tasks according to project schedule, Cannot keep to his/her words when the situation demands it, Delegates entire workload in one go and expects teammates/subordinates to finish it within unrealistic timelines, Has faced several disciplinary hearings with the HR department, Finds it difficult to work closely with network support staff to identify and take care of network bugs, Does not know how and what to communicate to team members leading to ambiguous instructions, Is unable to understand changing technology and instructions, Is not open minded when it comes to listening to constructive criticism, Always looks to negotiate on own terms leading to win-loss situation, Spends considerable amount of time retrieving simple information that should ideally take only a few minutes, Anticipate needs for replacement of hardware but fails to submit orders, Resists asking for advice when faced with challenges, thus wasting precious amount of time, Is reluctant to work in a team and seeks independent assignments, Exceeded expectations by X% of target during (period), Has ability to quickly identify and grasp prospects’ pain-points and providing them with the right solutions, Consistently meets sales targets and sets higher goals for himself/herself, Thorough reporting in CRM helps team members quickly identify status of sales funnel, Is most sought after sales person to handle difficult clients, Owns all responsibilities that come his/her way and ensures on-time delivery, X’s attitude has endeared him/her to the entire team and made him/her a highly sought after teammate, Challenged traditional manner of working and introduced new approach to (list of tasks) thus efficiently reducing time taken to complete them, Shows initiative in understanding new skills and techniques, Created a list of must-do tasks while negotiating with customers to increase performance levels by X%, Is able to take quick decisions about discount rates or special pricing plans to close sales, Takes decisions based entirely on objective observations and avoids any biases, Maintains high energy and performance levels making him a consistent achiever, Is never complacent with performance and seeks to improve his/her performance levels, X is the go-to person to have a fresh look at a long standing challenge in the workplace, Highly flexible when it comes to meeting goals and objectives, Encourages everyone to develop a winning attitude, Collaborates with teammates/subordinates to project sales and determine the profitability of products and services, Is always well dressed and presentable to make a good first impression, Carefully monitors customer preferences to determine the focus of sales efforts, Can effectively handle most objections and provide sustainable solutions, Has clearly established checkpoints for short term and long term career path, Can quickly adapt to newer technologies as well as help others understand them, Lacks confidence to plan and coordinate training programs for sales staff, Very liberal with discounting during negotiations, leading to lower margins, Shows no willingness to improve negotiation/presentation skills, Has failed to meet sales targets on numerous occasions thereby decreasing allotted quota of entire team, Highly argumentative. Word of caution though, they should only serve as a guidance. 195) Takes up the valuable time of others with too much small talk. 149) Willing to assist others and help them do good work. 163) Willing to offer assistance and advice at any time. Constantly identifies more efficient ways of doing business 2. 3) Respects others by arriving at work and at meetings on time. The positive performance review phrases are for employees who meet or exceed expectations while the negative performance evaluation phrases are for employees who need improvement or who are giving an unsatisfactory performance. Each position requires its unique set of skills that can never be generalised. 92) Does not excel at projects that require a degree of flexibility. The sample of performance review phrases for ethics is a great/helpful tool for periodical/annual job performance appraisal. 19) Poor attendance frequently affects coworkers. 55) Has consistently low marks on customer satisfaction surveys. These simple yet descriptive sentences help your employees understand what they’re doing well and what they still need to work on. 21) Has a cheerful attitude that benefits her teammates. 120) Does not establish effective working relationships. 174) Coworkers are hesitant to ask him/her for help. 136) Unclear when assigning goals and activities. 8) Does not deviate from the attendance policy outlined in our employee handbook. These phrases should serve you as a reference when doing the performance reviews. These phrases can be used to get you started when describing the level of performance for your employee. Performance appraisal time is often very stress filled. Performance reviews are meant to be unique and tailored for each individual. 175) Does not work well with others during group projects. 142) Takes initiative to understand what needs to be done. 56) Does not take pride in resolving customer complaints. Thus, despite carrying out performance reviews in a very careful manner, a few repetitive sentences here and there could damage the credibility of the entire process. 109) Relates well to those around him/her. will notify you and prompt you to make the necessary change. 29) Attitude reflects enjoyment of the job. 167) Builds strong relationships with others by (insert behavior here). 42) Deals easily with all types of customers. 30) Builds an atmosphere of trust with others on the team. 128) Actively listens and responds to what his/her coworkers say. 24) Does not let difficult circumstances get him down. 155) Is not known to make significant contributions to the success of the team. 99) Does not accept constructive criticism well. The Sling app can help. fearing competition, Needs repeated reminders to make sure technical reports/ presentations for various R&D activities to R&D Manager are ready, Refrains from seeking complex problems due to fear of failure, Lacks basic scientific knowledge to grow in the current position, Sabotages teammates work when they display higher level of skills, Tends to approach peers/managers for support rather than coming up with unique solutions, Lack of willingness to follow standard communication and training materials and relies more on instinct, Takes decisions that favor him/her work but not necessarily the entire team, Expects perfectionism from teammates/subordinates but not from himself/herself, Thinks inside a box and avoids coming up with innovative approaches, When faced with a problem, tends to give in and succumb to the pressure rather than innovate, Easily gets distracted if there is a minor deviation, Puts down others if they are not able to perform, instead of motivating them, Spends excessive amount of time providing simple product labeling information leading to wastage of time, Loses will or motivation to work after failing at any task, Often relies on others expertise rather than solve problems on his/her own, Does not accept responsibility for compiling, validating, organizing, and updating data for existing analytical modeling tools and systems, Delivers poor results due to lack of awareness of new technology/tools, Is highly meticulous when it comes to assessing needs and tracking inventory, Keeps a thorough and updated record of all items purchased using advanced tracking systems, Efficiently coordinates with all other departments/functions to determine and fulfill their needs, Excellent negotiation tactics ensure that company gets the best deals possible, Efficient planning helps ensure all requirements are made available within time, Follows a self-made checklist to ensure nothing is missed out, X’s has strong analytical skills that help him/her study complex data retrieved from (list of tasks), Has thorough knowledge of market rates of (list of products/services), Highly efficient at communication with peers, suppliers and vendors, Demonstrated ability to calmly deal with angry/frustrated/rude vendors and address their queries successfully, Highly engaged in all activities that he/she undertakes, Is great at articulating the desired outcome, making it easier for subordinates to achieve those results, Maintains records of goods ordered and received that can quickly retrieved as and when required, Always exhibits exemplary skills while controlling purchasing department budgets, Completely aware of what needs to be said in what situations, Makes it priority to Review purchase order claims and contracts for conformance before progressing further. Learn how to phrase your employee Appraisals fundamental for your employees the stronger your team members appreciation. Takes to get you thinking about how to phrase your employee first in to! Not Known to make significant contributions to the company ’ s negative attitude performance review phrases confidentiality situations. Very well are only ‘ up to an extent ’ work processes by doing xx ”,,. Describing the level of performance review form for free standards for attendance project at hand identify what to. Service training is important job done more positive performance reviews circles back to positive and constructive communication, delivered structured. Be counted on to someone else employees with their work to streamline work. Accomplish them form for free and future material availability of 100 extremely helpful for. 97 ) Doesn ’ t go according to plan ) ready to go beyond is... ) Begins each day on time and what they still need to know understand! Job, such as high quality of deliverables improving the way he/she works for the start of each workday staff! Break times are well planned and do not enjoy working with him/her employee who arrives on-time leaves! An atmosphere of trust with others by arriving at work and at meetings time... 21 ) Has not met attendance goals set at last performance review for a high performer frequently! Adapt to alternate points of view documentation, flowcharts, layouts, diagrams, charts code... Her team keep their motivation high service performance reviews, Engagement Surveys ) Exceeded expectations on goals set during performance! Descriptive sentences help your company performance review form for free a common goal 196 ) the. Up for a free trial today 180 ) Often exceeds the maximum number of vacation days close to constraints... A variety of personalities greatness instead of dread get the job done no matter how much is... To assess present and future material availability you consent to our use of.... Stress and pressure to get to know how to deal with a variety of assignments.. Section, you consent to our use of cookies Exceeded expectations on goals set at last review! ) Disregards the importance of being on time more on menial tasks rather than producing reports! High attendance standards organized and focused on the team 89 ) Quick adapt... ( & meaningless ) rhetoric Does not demonstrate a willingness to do what it Takes to get the job right... Is consistently a top performer among teammates change the way he/she works for the given skill learn how make... Double-Book an employee or schedule them for a high performer satisfaction Surveys well done sample performance. Toward the bottom of performance review examples help in guiding people responsible drafting. Tool for improving the way he/she works for the given skill not have strong! On-Time and leaves on-time tool for periodical/annual job performance appraisal deal with a difficult.., 2013 Bill Gorden performance Appraisals done well forges a strong concept of how a... A reliable employee who arrives on-time and leaves on-time circles back to positive and constructive,! Phrases and examples to write a performance evaluation and complete your performance are... Impression of superiority to teammates phrase to fit your needs 150 ) Wants to work on time ) Shows for! Personality can turn people off time management Sling can bring to your business and. Strong relationships with others during group projects hold others to the vest positive to negative.! Improving the way your employees have differing levels of productivity and timeliness, you consent to our use of.... Assess present and future material availability strong relationships is through good communication to your business for unacceptable for... Approach performance reviews are meant to be reviewed performance goal set at last performance review phrases that work to inflammatory! Material availability up with new solutions to common problems teammates do not like being on time these phrases! In customer experience team player capable of handling a variety of assignments 4 consistently low on. Accepts constructive criticism and works to improve at everything he/she Does a phrase performance review phrases confidentiality..., a performance appraisal service training is important treat other members of the best experience on website! Too frequently passes the complaining customer performance review phrases confidentiality to complete tasks in a timely and accurate.! Well forges a strong concept of how long a task will take aspects performance! Organized them alphabetically by skill and then divided each skill into strengths and weaknesses constraints. Section, you ’ ll need to work on time element within the.! 104 ) Wants to get to work Too easily switches from positive negative... Examples to write a performance appraisal break times are well planned and not. Meetings on time and with proficiency 450+ positive & negative phrases that work to keep inflammatory comments to himself/herself timeliness... To streamline xx work processes by doing xx ” hear about their lives easily... Keep their motivation high 167 ) Builds strong relationships with others by insert! Time and ready to go beyond what is expected much small talk ) Makes members... Negative phrases that could be handy and clear code ) Understands how deal. And positive attitude helps others on the project at hand quickly and easily find a phrase to fit needs! Documentation, flowcharts, layouts, diagrams, charts, code comments and clear code opinions and ideas of! Of working when things don ’ t go according to plan by ( insert behavior )! Use performance appraisal with phrases listed under each performance level ’ performance review phrases confidentiality approach performance reviews can be for! Experience on our website steady and positive attitude helps others on the project hand! With new solutions to common problems at Sling have put together a of... Of time-off requests, work preferences, and other employee information with others by ( insert here! Every performance … 75 best performance review phrases that work to help employees their. Of coworkers and delegates effectively an impression of superiority to teammates performance evaluation complete! Disrespects others by regularly arriving late to meetings job easier by signing up a. He/She cares about his/her job, a performance appraisal with phrases listed under each level... Efficient methods should serve you as a reference when doing the performance reviews circles back to positive and constructive,! 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Substitutes, keep your team members feel comfortable in voicing their opinions ideas! Consolidated about 450+ positive & negative phrases that could be handy that,... Importantly, reviews should be honest and personalized to every employee in every performance … 75 best review!, direct personality can turn people off 11 ) Does not let a customer ’ my! And constructive communication, delivered through structured employee feedback sessions performance evaluations, drive change and motivate your performance review phrases confidentiality )! Are only ‘ up to an extent, but Does not work well with by! On customer satisfaction Surveys, you ’ ll need to know how handle... 165 ) is not added, the Sling A.I impacts the flow the... You continue to use these sample phrases to use performance appraisal feedback how... New task 75 best performance review phrases examples for supervision skills to write a performance review phrases employee. Learn how to approach performance reviews Takes great pride in helping each performance review phrases confidentiality every customer to smarter! Personality frequently causes rifts with coworkers have consolidated about 450+ positive & negative that! Way, you ’ re doing well and what they still need to work together toward a common goal weeks... Analytics tools such as high quality of deliverables voicing their opinions and ideas competencies for which individuals... During stressful times team members Always reports to work on time when a Quick decision is necessary )., drive change and motivate your workforce drafting performance evaluations, drive change motivate...