How to Write Comments on Employee Performance Review

Functioning reviews can be difficult for anybody, managing director and employee alike.  Simply you can avert that stress past structuring your operation reviews to inspire greatness instead of dread. One of the all-time ways to do that is to apply performance appraisal phrases.

These uncomplicated yet descriptive sentences help your employees understand what they're doing well and what they still demand to work on. Only what are the best performance appraisal phrases?

The management experts at Sling take put together a list of 100 extremely helpful phrases for employee performance reviews. We've organized them alphabetically by skill and and so divided each skill into strengths and weaknesses. That way, you can chop-chop and easily find a phrase to fit your needs.

Effective Operation Appraisal Phrases

Omnipresence

Force

1) Always on time (or even early) for meetings and conferences.

2) Prompt and on time for the first of each workday.

3) Respects others by arriving at work and at meetings on time.

4) Adheres to the schedule whenever possible.

five) Never been a no call, no show employee.

half-dozen) Achieved perfect attendance over Ten (weeks, months, years).

7) Inspires others to improve their omnipresence.

8) Does not deviate from the attendance policy outlined in our employee handbook.

ix) Begins each twenty-four hour period on time and gear up to go.

10) Very reliable about being at work on time.

Weakness

eleven) Does not run across visitor standards for attendance.

12) Is frequently belatedly to work.

13) Often exceeds the maximum number of holiday days.

fourteen) Has not met attendance goals set at previous performance review.

fifteen) Disrespects others by regularly arriving belatedly to meetings.

xvi) Ofttimes returns late from scheduled breaks.

17) Does not follow the omnipresence policy.

18) Unreliable about reporting to piece of work on time.

19) Poor attendance ofttimes affects coworkers.

20) Does non concord others to the company's high attendance standards.

Attitude

Strength

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 allow hard circumstances get him downward.

25) Positive attitude helps others on her team keep their motivation high.

26) Always reports to piece of work cheerful and gear up to get to work.

27) Maintains a steady and positive attitude that inspires others.

28) Frequently has a smile for others.

29) Mental attitude reflects enjoyment of the job.

30) Builds an atmosphere of trust with others on the team.

Weakness

31) Negative attitude in some situations has a tendency to cause problems.

32) Gets upset easily.

33) Needs to work on accepting effective criticism.

34) Permit's non-piece of work topics provoke her/him.

35) Likewise easily switches from positive to negative attitude.

36) Allows stress and pressure to get the improve of him/her.

37) Erupts into anger over small bug.

38) Displays of negative emotion affect others on the squad.

39) Needs to bring poor attitude under control.

twoscore) Refuses to keep inflammatory comments to himself/herself.

Customer Service

Forcefulness

41) Excellent at customer service.

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 non allow a customer's negative attitude get him/her downwards.

46) Handles difficult customer service situations very well.

47) Client satisfaction rating: High

48) One of our best customer service squad members.

49) Understands how to brand a real difference in client experience.

50) Stays calm and rational in the face of aroused customers.

Weakness

51) Does not heed well to customers.

52) Very effective on the phone, but does not handle face-to-face up service well.

53) Does not seem to understand why customer service preparation is of import.

54) Does not know how to deal with a difficult client.

55) Has consistently low marks on customer satisfaction surveys.

56) Does non take pride in resolving customer complaints.

57) Likewise oftentimes passes the complaining customer on to someone else.

58) Needs to acquire how to handle client requests in a more efficient manner.

59) Does not listen to customers well.

sixty) Poor skills in handling face-to-face complaints.

Dependability

Strength

61) One of our most undecayed team members.

62) Very reliable in all situations.

63) Willing to practice whatever it takes to become 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 higher up expectations.

68) Can always be counted on to complete tasks in a timely and accurate manner.

69) Gear up to get the chore washed no affair how much work is involved.

70) Motivated to cease tasks and assignments on time.

Weakness

71) Unwilling to piece of work beyond scheduled hours.

72) Work results are inconsistent and frequently need to be reviewed.

73) Not a undecayed employee.

74) Does not demonstrate a willingness to do what information technology takes to get the job washed right.

75) Does not produce consistent results.

76) Content with leaving piece of work for others to finish.

77) Piece of work results are inconsistent.

78) Reliability is questionable.

79) Is non willing to help employees with their work.

80) Does not care what managers and coworkers recollect of him/her.

Flexibility

Strength

81) Accepts constructive criticism and works to improve.

82) Shows power to come up with new solutions to mutual problems.

83) Is willing to change the style he/she works for the betterment of the team.

84) Shows initiative and flexibility when starting a new task.

85) Capable of treatment a variety of assignments.

86) Able to place new and more efficient methods.

87) At-home under force per unit area.

88) Willing to acknowledge he/she is incorrect.

89) Quick to adapt to alternate points of view.

90) Handles change well.

Weakness

91) Tends to shy away from activities where the process is unknown.

92) Does not excel at projects that require a caste 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 await for new means 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.

Interpersonal Skills

Forcefulness

101) Has strong relationships with coworkers.

102) Is easy to get to know.

103) Actively converses with teammates and wants to hear almost their lives.

104) Wants to get to know and sympathize other employees.

105) Finds information technology easy to connect with coworkers.

106) Makes people feel important.

107) Makes people feel appreciated.

108) Tin work with a variety of personalities.

109) Relates well to those around him/her.

110) Connects easily with others.

Weakness

111) Does non work well with others.

112) Stiff, direct personality tin can plow people off.

113) Teammates do non enjoy working with him/her.

114) Seen every bit unapproachable by coworkers.

115) Gives an impression of superiority to teammates.

116) Stiff personality frequently causes rifts with coworkers.

117) Displays superior attitude toward all.

118) Coworkers do non like being on his/her squad.

119) Fails to recognize the needs of others.

120) Does not establish effective working relationships.

Leadership

Strength

121) Always willing to assistance a coworker.

122) Makes squad 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 civilization of learning and agreement.

128) Actively listens and responds to what his/her coworkers say.

129) Excellent case for others to follow.

130) Backbone of his/her squad.

Weakness

131) Needs to better in ability to talk to coworkers without being cavalier.

132) Does not inspire teammates to work difficult.

133) Does not program for the future.

134) Does non care for other members of the team as equals.

135) Overanalyzes problems when a quick conclusion is necessary.

136) Unclear when assigning goals and activities.

137) Rarely gives recognition for a chore well washed.

138) Fails to keep confidential information.

139) Often derails team with unnecessary piece of work.

140) Does not listen to team members.

Performance

Force

141) Exceeded expectations on goals set during last performance review.

142) Takes initiative to sympathize 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 tiptop performer amidst teammates.

146) Clearly communicates drive and want to others.

147) Always at the top of the performance-rating scale.

148) Puts high value on doing a good task.

149) Willing to assist others and help them benefit work.

150) Wants to improve at everything he/she does.

Weakness

151) Did not run into performance goal set at concluding performance review.

152) Does not take initiative unless prompted.

153) Is typically toward the bottom of performance ratings.

154) Does non reach out to go beyond what is expected.

155) Is not known to make meaning contributions to the success of the team.

156) Is non able to conspicuously communicate goals to others.

157) Does not meet the value in doing a good job.

158) Not practiced at developing successful strategies.

159) Is not concerned with improving his/her skills.

160) Lacks bulldoze to ameliorate.

Teamwork

Strength

161) Proven squad actor.

162) Encourages teammates to piece of 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 past (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 squad.

Weakness

171) Needs to meliorate teamwork skills.

172) Does not view workplace as a squad environment.

173) Always wants to piece of 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 shut to the vest.

179) Does non share well with others.

180) Often a divisive element inside the squad.

Fourth dimension Management

Force

181) Respects the time of coworkers.

182) Uses fourth dimension finer 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 consummate tasks on time.

187) Very reliable when it comes to time management.

188) Tin can always depend on him/her to manage time well.

189) Can place what needs to exist done first in order to save time.

190) Sensitive to the constraints of coworkers' projects.

Weakness

191) Frequently misses deadlines.

192) Is regularly late from pause.

193) Does non have a strong concept of how long a task will take.

194) Meetings and presentations tend to exceed allotted time.

195) Takes upwardly the valuable fourth dimension of others with also much pocket-sized talk.

196) Disregards the importance of being on time.

197) Does non evidence a desire to meliorate time-management techniques.

198) Unreliable in finishing tasks by allotted deadline.

199) Oftentimes exceeds mandatory due dates.

200) Does not manage time well.

Build Strong Relationships With Performance Appraisal Phrases And Sling

Periodic operation 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 practise their all-time even during the nigh difficult project. That's the recipe for success.

One of the all-time ways to build stiff relationships is through good communication. The better you communicate with your employees the stronger your squad volition be. The Sling app can help.

We congenital the Sling suite of tools to:

• Streamline communication
• Simplify the scheduling process
• Rails labor costs
• Build employee engagement
• Organize work hours
• Remove the difficulties in finding substitutes
• Keep your team members on chore throughout the day

Regardless of the industry, Sling can keep you and your team members organized and focused on the project at hand. That volition interpret 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 runway of time-off requests, work preferences, and other employee information. If you double-volume an employee or schedule them for a time they can't work, the Sling A.I. will notify you and prompt you to brand the necessary change.

These are simply a few of the benefits Sling tin can bring to your business.

Experience the myriad ways the Sling app can make your managerial job easier past signing up for a free trial today.

For more free resources to help you manage your business organization better, organize and schedule your team, and rails and summate labor costs, visit GetSling.com today.

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