Performance reviews can be difficult for everyone, manager and employee alike. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. One of the best ways to do that is to use performance appraisal phrases.
These simple yet descriptive sentences help your employees understand what they’re doing well and what they still need to work on. But what are the best performance appraisal phrases?
The management experts at Sling have put together a list of 100 extremely helpful phrases for employee performance reviews. We’ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses. That way, you can quickly and easily find a phrase to fit your needs.
1) Always on time (or even early) for meetings and conferences.
2) Prompt and on time for the start of each workday.
3) Respects others by arriving at work and at meetings on time.
4) Adheres to the schedule whenever possible.
6) Achieved perfect attendance over X (weeks, months, years).
7) Inspires others to improve their attendance.
8) Does not deviate from the attendance policy outlined in our employee handbook.
9) Begins each day on time and ready to go.
10) Very reliable about being at work on time.
11) Does not meet company standards for attendance.
12) Is frequently late to work.
13) Often exceeds the maximum number of vacation days.
14) Has not met attendance goals set at previous performance review.
15) Disrespects others by regularly arriving late to meetings.
16) Frequently returns late from scheduled breaks.
17) Does not follow the attendance policy.
18) Unreliable about reporting to work on time.
19) Poor attendance frequently affects coworkers.
20) Does not hold others to the company’s high attendance standards.
21) Has a cheerful attitude that benefits her teammates.
22) Looks for the positive in every situation.
23) Quick with a smile and a joke to lighten the mood during stressful times.
24) Does not let difficult circumstances get him down.
25) Positive attitude helps others on her team keep their motivation high.
26) Always reports to work cheerful and ready to get to work.
27) Maintains a steady and positive attitude that inspires others.
28) Frequently has a smile for others.
29) Attitude reflects enjoyment of the job.
30) Builds an atmosphere of trust with others on the team.
31) Negative attitude in some situations has a tendency to cause problems.
32) Gets upset easily.
33) Needs to work on accepting constructive criticism.
34) Let’s non-work topics provoke her/him.
35) Too easily switches from positive to negative attitude.
36) Allows stress and pressure to get the better of him/her.
37) Erupts into anger over minor issues.
38) Displays of negative emotion affect others on the team.
39) Needs to bring poor attitude under control.
40) Refuses to keep inflammatory comments to himself/herself.
42) Deals easily with all types of customers.
43) Takes great pride in helping each and every customer.
44) Skillfully overcomes client objections.
45) Does not let a customer’s negative attitude get him/her down.
46) Handles difficult customer service situations very well.
47) Customer satisfaction rating: High
48) One of our best customer service team members.
49) Understands how to make a real difference in customer experience.
50) Stays calm and rational in the face of angry customers.
51) Does not listen well to customers.
52) Very effective on the phone, but does not handle face-to-face service well.
53) Does not seem to understand why customer service training is important.
54) Does not know how to deal with a difficult customer.
55) Has consistently low marks on customer satisfaction surveys.
56) Does not take pride in resolving customer complaints.
57) Too frequently passes the complaining customer on to someone else.
58) Needs to learn how to handle customer requests in a more efficient manner.
59) Does not listen to customers well.
60) Poor skills in handling face-to-face complaints.
61) One of our most dependable team members.
62) Very reliable in all situations.
63) Willing to do whatever it takes to get the job done.
64) Known for dependability and willingness to work hard.
65) A loyal and trustworthy employee.
66) Consistently demonstrates that he/she cares about his/her job.
67) Always performs at or above expectations.
68) Can always be counted on to complete tasks in a timely and accurate manner.
69) Ready to get the job done no matter how much work is involved.
70) Motivated to finish tasks and assignments on time.
71) Unwilling to work beyond scheduled hours.
72) Work results are inconsistent and frequently need to be reviewed.
73) Not a dependable employee.
74) Does not demonstrate a willingness to do what it takes to get the job done right.
75) Does not produce consistent results.
76) Content with leaving work for others to finish.
77) Work results are inconsistent.
78) Reliability is questionable.
79) Is not willing to help employees with their work.
80) Does not care what managers and coworkers think of him/her.
81) Accepts constructive criticism and works to improve.
82) Shows ability to come up with new solutions to common problems.
83) Is willing to change the way he/she works for the betterment of the team.
84) Shows initiative and flexibility when starting a new task.
85) Capable of handling a variety of assignments.
86) Able to identify new and more efficient methods.
87) Calm under pressure.
88) Willing to admit he/she is wrong.
89) Quick to adapt to alternate points of view.
90) Handles change well.
91) Tends to shy away from activities where the process is unknown.
92) Does not excel at projects that require a degree of flexibility.
93) Gets agitated when the plan changes.
94) Uninterested in new responsibilities.
95) Sticks to traditional methods even if a new approach is better.
96) Shuts down when expectations aren’t met.
97) Doesn’t look for new ways of working when things don’t go according to plan.
98) Unwilling to admit he/she is wrong.
99) Does not accept constructive criticism well.
100) Resistant to trying new techniques.
101) Has strong relationships with coworkers.
102) Is easy to get to know.
103) Actively converses with teammates and wants to hear about their lives.
104) Wants to get to know and understand other employees.
105) Finds it easy to connect with coworkers.
106) Makes people feel important.
107) Makes people feel appreciated.
108) Can work with a variety of personalities.
109) Relates well to those around him/her.
110) Connects easily with others.
111) Does not work well with others.
112) Strong, direct personality can turn people off.
113) Teammates do not enjoy working with him/her.
114) Seen as unapproachable by coworkers.
115) Gives an impression of superiority to teammates.
116) Strong personality frequently causes rifts with coworkers.
117) Displays superior attitude toward all.
118) Coworkers do not like being on his/her team.
119) Fails to recognize the needs of others.
120) Does not establish effective working relationships.
121) Always willing to help a coworker.
122) Makes team members feel comfortable in voicing their opinions and ideas.
123) Understands strengths of coworkers and delegates effectively.
124) Keeps team engaged and on track.
125) Shows appreciation for a job well done.
126) Motivates team members to work hard.
127) Promotes a culture of learning and understanding.
128) Actively listens and responds to what his/her coworkers say.
129) Excellent example for others to follow.
130) Backbone of his/her team.
131) Needs to improve in ability to talk to coworkers without being condescending.
132) Does not inspire teammates to work hard.
133) Does not plan for the future.
134) Does not treat other members of the team as equals.
135) Overanalyzes problems when a quick decision is necessary.
136) Unclear when assigning goals and activities.
137) Rarely gives recognition for a job well done.
138) Fails to keep confidential information.
139) Frequently derails team with unnecessary work.
140) Does not listen to team members.
141) Exceeded expectations on goals set during last performance review.
142) Takes initiative to understand what needs to be done.
143) Excels at developing strategies that deliver results.
144) Sets appropriate goals and strives to accomplish them.
145) Is consistently a top performer among teammates.
146) Clearly communicates drive and desire to others.
147) Always at the top of the performance-rating scale.
148) Puts high value on doing a good job.
149) Willing to assist others and help them do good work.
150) Wants to improve at everything he/she does.
151) Did not meet performance goal set at last performance review.
152) Does not take initiative unless prompted.
153) Is typically toward the bottom of performance ratings.
154) Does not reach out to go beyond what is expected.
155) Is not known to make significant contributions to the success of the team.
156) Is not able to clearly communicate goals to others.
157) Does not see the value in doing a good job.
158) Not proficient at developing successful strategies.
159) Is not concerned with improving his/her skills.
160) Lacks drive to improve.
161) Proven team player.
162) Encourages teammates to work together toward a common goal.
163) Willing to offer assistance and advice at any time.
164) Promotes a team-centered workplace.
165) Is sensitive and considerate of coworkers’ feelings.
166) Shares ideas and techniques.
167) Builds strong relationships with others by (insert behavior here).
168) Willing to cooperate with coworkers.
169) Takes on more work to help the team excel.
170) Always looking for new ways to help the team.
171) Needs to improve teamwork skills.
172) Does not view workplace as a team environment.
173) Always wants to work alone on projects.
174) Coworkers are hesitant to ask him/her for help.
175) Does not work well with others during group projects.
176) Blames others when problems arise.
177) Is frequently insensitive to coworkers’ feelings.
178) Plays everything very close to the vest.
179) Does not share well with others.
180) Often a divisive element within the team.
181) Respects the time of coworkers.
182) Uses time effectively to get the job done.
183) Keeps presentations on schedule.
184) Regularly meets all deadlines.
185) Works hard to stay organized and on time.
186) Driven to complete tasks on time.
187) Very reliable when it comes to time management.
188) Can always depend on him/her to manage time well.
189) Can identify what needs to be done first in order to save time.
190) Sensitive to the constraints of coworkers’ projects.
191) Frequently misses deadlines.
192) Is regularly late from break.
193) Does not have a strong concept of how long a task will take.
194) Meetings and presentations tend to exceed allotted time.
195) Takes up the valuable time of others with too much small talk.
196) Disregards the importance of being on time.
197) Does not show a desire to improve time-management techniques.
198) Unreliable in finishing tasks by allotted deadline.
199) Frequently exceeds mandatory due dates.
200) Does not manage time well.
Periodic performance reviews are a powerful tool for improving the way your employees work. But more than that, a performance review done well forges a strong employee/employer relationship.
It’s that relationship that can motivate your team to do their best even during the most difficult project. That’s the recipe for success.
One of the best ways to build strong relationships is through good communication. The better you communicate with your employees the stronger your team will be. The Sling app can help.
We built the Sling suite of tools to:
Regardless of the industry, Sling can keep you and your team members organized and focused on the project at hand. That will translate to more positive performance reviews throughout the year.
And when you’re organized, everything runs more smoothly. Sling even helps with that.
The on-board artificial intelligence (A.I.) keeps track of time-off requests, work preferences, and other employee information. If you double-book an employee or schedule them for a time they can’t work, the Sling A.I. will notify you and prompt you to make the necessary change.
These are just a few of the benefits Sling can bring to your business.
Experience the myriad ways the Sling app can make your managerial job easier by signing up for a free trial today.
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.
See Here For Last Updated Dates: Link
This content is for informational purposes and is not intended as legal, tax, HR, or any other professional advice. Please contact an attorney or other professional for specific advice.
See more in: Employee ManagementFind the article useful? Share with others:
