He has a thorough knowledge of the customer’s world and is able to anticipate customer’s requests. This does not help for many of the problems we run into. ✗ He does not know how to cooperate with his colleagues in his team to achieve targets. ✗ He does not require his staff to take part in the training sessions even only with minimum hours every year. ✗ He seems to shrink when he’s around others and does not cultivate good relations with his coworkers. ✓ His communication skills, both verbal and written, are highly effective. He consistently overlooks the innovate employees reporting to him. ✓ He is a big-picture thinker. ✓ He is always ready for business trips when necessary for his job and for improving relationships with clients. ✓ He examines a problem and quickly identifies potential solutions. ✗ He fails to provide managers with the necessary information when a problem arises. ✓ He frequently motivates others in the team. ✗ He tries to clients’ questions immediately but neglects direct professional duties in the process. ✓ He can find the right approach with any client, even the most critical one. ✗ He has engaged in questionable behaviors that have led to corporate embarrassment. ✗ His communication is poor meaning his team meetings are rarely effective. ✓ His status reports are accurate, correct and on time. 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… ✓ He proactively shares progress towards goals. ✗ He sometimes treats his clients in an over-familiar manner. He is not suitable for teamwork tasks. ✓ He has received good remarks from his team and his managers. ✗ He is easily distracted when listening to others. ✓ He quickly analyzes the pros and cons of any solution before deciding what is the most effective way to resolve a problem. He was always available to participate in workshops and collaborate. ✓ He is a very creative innovator. ✓ Able to work out multiple alternative solutions and determine the most suitable choice. ✓ He has a positive attitude and he is willing to share his thoughts about relevant matters. He only cares about how to get the job done excellently. ✗ He needs to focus on big picture items, yet he continues to micromanage his staff. He has very good communication skills. ✓ He is able to set clear objectives and requirements for his subordinates. He is rated well by his peers, managers, and customers. ✗ He fails to show a frequent appreciation of his subordinates’ performance. ✓ He enthusiastically helps his fellow trainees learn complicated lessons in the training sessions by his “can-do” attitude. He urges his staff to give him the results he expects. ✓ He is a servant-leader, who is always willing to help his team. ✗ He refuses to delegate to others. He shows initiative on his own. ✗ He has cost the company customers and money because of his disingenuous behavior. His ability to grasp technology is an asset to our team. Holding fewer meetings would be more effective. He feels confused when setting goals and leading his team forward. ✓ He treats confidential material with the appropriate care. ✓ He can be counted on to give 100 percent under all circumstances. ✗ He consistently receives substandard comments from customers. ✓ He helps coworkers with their tasks even if they are outside his direct responsibility. ✓ He welcomes criticism that will help to improve the business. ✗ He has difficulty coming up with resolution to difficult problems. Try to use these positive, negative and self evaluation participation phrases and examples to write a performance appraisal feedback. ✗ He does not use his leadership skills appropriately to manage staff. ✓ He maintains high standards of integrity across his department. ✓ He deals with difficult demands from clients and customers in a way that leaves everyone satisfied. ✗ He has trouble doing his tasks without help or supervision. He never abuses any company benefits for personal purposes. ✗ He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged. ✓ He completes his duties without concern who will take the credit. ✓ He sets clear and measurable performance expectations. ✗ He fails to spend sufficient time to check his work before submission. ✗ He does not adhere to the sales script that is proven for success. ✓ He has the ability to resolve any issue by himself and he creates good relationships with his colleagues. ✗ He dismisses other people’s ideas that he doesn’t agree with. ✓ No technical problem is too difficult to solve for him. ✗ He is reluctant to take responsibility for “menial” tasks. ✗ He is a creative employee but he has a tendency to act before thinking. ✗ He should strive to aim a little higher when setting goals. ✓ He behaves in ways designed to keep problems impersonal whenever possible. ✓ He never feels satisfied with his performance. ✓ He maintains open communication among his employees. ✗ He can be the cause of conflicts between his coworkers. Sample Teamwork Phrases for Performance Appraisal Oct 17, 2014. He is unable to manage his team well and his team’s performance is not good. ✓ He always defines a problem clearly and seeks out alternative solutions. His coworkers often comment on how they feel good about sharing new ideas and thoughts without fear of intimidation. ✗ Bill has consistently shown he does not listen to his customers well. ✗ He is uninterested in what others have to say and interrupts others before they finish speaking. ✗ Due to his high levels of responsibility, he cannot afford to relax and enjoy some time out of work. He quickly turned the team around to one of our best performers. He shares everything he knows with other team members. ✗ He confuses the employees through different directions and guidance. ✗ He often neglects unexpected opportunities and loses the chance to improve himself. ✓ He is confident and persuasive when making big decisions. ✗ He does not want to pick up any new techniques or skills. ✗ He often assigns his members duties without giving them information or feedback. He sometimes asks his staff complete unachievable goals. These issues could be detrimental to the performance of the department and should be the focus of the next few months. This is not how you want employees feeling as they leave their performance reviews. ✗ He displays unfairness with his team and favors certain individuals. ✗ He was a great individual performer but so far has not proven he is a good manager. ✓ He consistently demonstrates solid performance in all aspects of his work. ✓ He is dependable and turns in good performance each day. ✗ Bending the rules is effectively breaking them in our line of work. Sets measurable goals for themselves and the team and regularly monitors performance. The like how she always encourages open communication. ✗ He is unwilling to work any overtime at all beyond his contracted 40-hour working week. ✗ He resists further training in problem solving. ✓ He fully satisfies the company’s expectations. He is respectful of the feelings of others. ✗ He disregards customer feedback and interacts only when necessary. ✗ He comes from a very individual focused work environment to a team focused one and has struggled to adjust. ✓ He regularly gives constructive feedback. ✗ He does not understand how to deal with a difficult customer. ✓ He knows how to prioritize short-term and long-term goals. ✗ He is not flexible enough to create new ideas when needed. ✗ He finds it difficult to delegate tasks which makes the team’s achievements entirely reliant on him. ✓ He meets deadlines without needing to be reminded. ✓ He seeks feedback on the effectiveness of his written and oral communication. ✗ He constantly talks over others in meetings. He does not stop until he has produced excellent results. ✗ He is reluctant to take on new responsibilities. ✗ She is cautious and prefers to avoid confrontation. ✓ His communication skills stand out from those of his peers. ✓ He is always exact when he performs his duties. 1. ✓ His positive attitude and willingness to share his positive thoughts on any situation is highly appreciated. ✗ He can be a creative person with many interesting ideas but he cannot successfully to tap into it. ✓ He is empathetic to the needs of others. ✗ Struggles when faced with activities which require a high amount of flexibility. ✓ He started the period with a very poor performance. ✓ He provides constant coaching and guidance to employees. He is willing to commit the hours necessary for these pursuits. ✗ He guarantees that deadlines will be met, but consistently misses them. ✓ He clearly communicates with his employees and they understand his expectations. ✓ He is always improving himself and works well with others. He frequently has a smile on his face and you can tell he enjoys his job. ✓ He gets involved and quickly adapts to different changes in different situations. ✓ His good performance level is highly appreciated. ✓ He is highly reliable. In regards to the way your team members conduct themselves, you can use phrases like these in your performance evaluation: Maintained a positive attitude and demeanor despite unforeseen problems. ✓ He is willing to work overtime until the project is finished. ✓ He often thinks that his performance is not as good as everybody says. ✗ He tends to complain about a lack of resources and personnel instead of making do with what he has. ✗ He assigns tasks to his employees without providing any information or feedback to keep them on the track. ✓ He stays calm whenever there are stressful circumstances. ✓ He effectively highlights problems within the company and/or solutions to fix them. This can mean that the inspiration well can very quickly run dry. ✗ As a supervisor but he doesn’t accept responsibility is shared with his staff. He didn’t focus on coordinating them toward one common goal. ✗ He seldom compliments staff on an excellent performance. ✗ He should learn how to manage his time in a more effective way. ✓ His effective leadership allows his team’s time management and attendance to be among the best in the company. ✓ He recognizes potential in others, and seeks to help them reach that potential. ✓ He is highly trustworthy. ✓ He shows initiative at work by adopting new and appropriate methods to perform his duties. ✓ He champions new ideas, objectives or tools. ✗ He appears to think that the training sessions are not important so he does not concentrate on them. ✓ He makes an extra effort to keep customers accurately informed. ✓ He adds an artistic flair to everything he produces which makes his projects much more enjoyable than most. ✗ He should make a work plan for each week. He is willing to study the knowledge needed for his job. ✗ He holds too many meetings. ✓ He is a nice and affable person who works well with others. ✓ He is a friendly communicator and has built a rapport with every division in the company. ✗ He is rarely prepared to participate in discussions or meetings. ✗ He does not understand how to share tasks with others. ✓ He focuses on setting clear and achievable goals. goals set from the last performance appraisal your own documentation notes, status reports, or self-assessment If you have been asked to do a self-appraisal, be sure to ask how this will be incorporated in the performance appraisal meeting and be sure you have been given enough time beforehand to fill out the performance appraisal . Feedback was great from all our participants. ✗ He does not cope very well with managing employees. ✗ He approaches decisions with a one-track mindset. But that does not mean that performance reviews are always easy. A self-evaluation is an important part of a yearly performance appraisal, and is necessary so that the employer can understand how an employee perceives her/himself within the organization. ✓ He routinely uses his time efficiently. ✓ He takes on new responsibilities with minimal guidance or direction. ✓ He encourages people to work together to achieve a common goal. He should utilize this to promote his position in the company. ✗ He fails to properly attribute coworkers who contribute innovative solutions. ✗ He does not have the aptitude to understand the technical nuances they present even though our systems have been in place for many years and are well documented. ✓ He puts getting the job done ahead of his own interests. ✗ He Is easily distracted and doesn’t fully absorb other people’s points of view. ✓ He has good instincts and knows when to follow them. ✓ He is very focused. ✓ He is objective when considering a fact or situation. ✓ He demonstrates a sincere appreciation for opposing viewpoints. ✗ He is a capable manager but he is unable to influence people like a true leader. ✓ His attendance and punctuality is within company guidelines. ✓ He is firm to not let the individual emotion and feeling affect on the made decision. ✓ His core strength is his ability to immediately connect with anyone. ✗ He is often late for work and is unable to provide an acceptable excuse. Able to efficiently handle X% more customer request volume as compared to standard expectations. Shows initiative, and is flexible when approaching n… ✓ He is willing and often does stay late until his goals are met. ✗He does not excel at activities which require a high degree of flexibility. He abides by both the letter and the spirit of the rules. He continuously strengthens the connections between among his subordinates. ✓ He displays exceptional performance day after day. ✓ He fosters a climate of integrity in his department. Positive phrases for performance reviews. For leadership, phrases might include "responsiveness," "decisiveness" and "delegating." ✗ He is a good employee but if he knew how to manage his time more suitably he would be more effective. ✗ He seizes any opportunity to avoid work and procrastinate. He never ignores any detail of his work. It is highly recommended that he improves his attitude. There was something that was learned from every participant. ✓ He maintains a steady, positive attitude that helps. ✓ He praises the staff who take responsibility for their performances. Provides strong evidence of achieving x,y or z specific task or accomplishment. ✗ He does not always listen to his customers well. ✗ He overlooks key requirements given to him for his tasks. He does not know how to perform well. Feedback from participants in his session has been nothing but positive. ✗ He is creative in finding ways to correlate ideas with action. He judges the right performance level from his group when doing their tasks. ✗ He needs to work on adapting better to new systems or technologies. ✓ His employees emulate the very high personal standards of integrity he sets. ✓ He understands his legal responsibility to the company very well. ✗ He is easily upset when not offered assistance when he feels he needs it. ✓ He explores new opportunities without being pushed to do so. He passes difficult customers to his supervisor frequently. ✗ He misses opportunities to further educate customers about other products or services. ✓ He found a creative workaround that improved processes for the team. ✗ He is unwilling to accept responsibility for missed goals. ✗ He fails to create a working environment meeting his subordinates’ expectation. ✗ He blames processes and policies for his own shortcomings. ✓ He has never complained about his job or his colleagues. ✗ He is far from an expert manager of staff. ✓ He demonstrates high level of knowledge of internal policies and standards, which is a key requirement for an effective mentor. ✓ He is a calming influence when the team is under pressure. His ability is demonstrated when working in customer care. ✓ He has a wide skill set and although he has some weaknesses, he always seeks help from appropriate colleagues when needed. ✓ He keeps to his commitments and works with fellow employees to help them keep to theirs. ✓ He creates clearly defined goals aligned with the company’s mission. He needs to manage this better. ✗ He does not actively want to learn new skills or techniques as or to improve his qualification. John had good rapport with all the course participants and went out of him way to look after the needs of some overseas participants. ✗ His approach to respecting corporate ethics is too strict. ✗ He rarely innovates and when he does, it seems forced. ✓ He understands the testing process and how to discover a solution to a particular problem. ✗ He often pays more attention on completing his tasks than support other teammates who might need his assistance. ✗ He has a tendency to make decision without thinking through its potential consequences. ✓ He displays an effective cadence when working with clients on projects. ✓ He handles customer service situations well. ✗ He is lethargic and lacks the desire or volition to learn new skills or develop his qualifications. ✓ He only makes a decision after considering it carefully. ✓ He sets aggressive targets to meet business objectives. ✓ He avoids knee jerk reactions, and collects all relevant facts before making a decision. ✓ He artfully helps customers overcome objections. ✗ He sends mixed signals to his team regarding goals and day-to-day activities. ✗ He fails to show any real interest in his job. ✗ He is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished. ✗ He demonstrates a desire to avoid working with others. ✓ He one of the most technical employees we have. ✗ He is ineffective at pursuing his goals. He ensures those goals are all met on time. 1. This is the fifth in a series of five AMA Playbook blogs that will help you with your performance management by redefining your company’s expectations of its employees as outlined in your annual performance review template. I have participated in many of his customized seminars/workshops. Looking forward to participate in more conferences. ✗ He can offer potential solutions to a problem but struggles to identify the best solution. ✗ He is a good supervisor, but has failed to manage his staff to high productivity. We look forward to continued value from that participation. All participants have said they got something out of it and found it to be worthwhile. ✓ He manages his team well and elicits good performances from them. He is always one member the team we go to when we need a lift. ✓ He encourages all the team members to join in the necessary training sessions. ✗ He understands how to handle difficult employees and manage difficult staff. ✓ He tackles all tasks he is assigned enthusiastically and also takes on additional tasks. Self-performance reviews are a powerful way to engage employees in their own performance and development. ✓ He creates a strong rapport with those he interacts with. ✓ He is an adept communicator and is one of the best business writers I have had the pleasure of working with. ✓ He constantly strives to be the best he possibly can be. ✓ He builds good relationships through open and friendly communication. Is a calming force, especially with [his/her] peer group 6. ✓ He never makes mistake in the products he produces. ✗ He employs problem-solving techniques that end up generating even more problems. ✗ He has a tendency to be disruptive after difficult decisions have been announced. ✓ He displays exemplary behavior in every aspect of his work. ✓ He had a rough start but ended the year well with her team turning in the best performers of all the groups. His performance displays exceptional quality and accuracy. ✓ He treats others with courtesy and respect. He should be more certain about his proposals. ✓ He always understands problem thoroughly and tries to find different solutions. ✗ He understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. Whether an employee is meeting and exceeding job expectations is a critical component of the performance review feedback. His lack of focus means that tasks take longer than they should. ✗ He is reluctant to find more effective ways to perform job activities. ✓ He designs action plans and deadlines needed for each subordinate to accomplish their tasks. ✗ He is a decent task manager, but falls short when it comes to setting a vision. ✗ He rarely attends any independent, research based activities. I believe they will participate in more events as they arise. ✗ He only concerns himself with the achievement of each individual without considering what team will gain if they work together. ✗ He sets unreasonably high expectations for his team. He has our trust because he’s proven he can get the job done. ✗ He rarely shows any recognition to his team. ✓ He has been a reliable and valued member of team. ✗ He sets expectations that are too high for his team. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. He fails to focus on his goals, resulting in failure. ✓ He is the ideal employee who arrives to work and leaves on time. ✗ He does not handle stressful situations well. ✓ She uses her knowledge of technology and innovates to avoid mistakes. Tim has a unique mind-set that is highly appreciated. ✓ His skill set exceeds the requirements for the job. He shows the initiative to find new tasks himself. ✓ He effectively outlines the best case and worst case scenarios to aid decision-making. ✓ His team meets many challenges in scheduling yet he ensures adequate staffing levels at all times. ✗ He exaggerates the seriousness of problems. ✓ His work is always submitted in a timely fashion. ✓ He aligns his goals with those of the company. ✓ He always helps out to achieve the goals of the group. He does not take the time to help members of his team who are struggling to keep up. ✓ He can seemingly strike up a conversation with anybody. ✓ He pays strong attention to his work. He has a positive demeanor. ✗ He is frequently late to work in winter because he fails to account for weather and traffic in his daily commute. ✓ He involves others in problem solving. ✗ He appears uninterested and detached from his work lately as if he is no longer engaged in it. ✗ He consistently fails to be an effective team player. He provides good management of them. ✓ He is ready to face up to any change in circumstances. ✓ He tries to understand the employee’s point of view. It’s hard to communicate with him. ✓ His knowledge of his job surpasses the required level. ✗ Despite good attendance overall, he frequently leaves early, or takes a half day of unscheduled time off on Friday during the summer. ✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting. ✓ He begins each day revitalized and ready for any challenges he may face. ✗ He has difficulty in locating the necessary information to complete his job responsibilities. ✗ He sets integrity aside when pursuing his goals. Employee Appraisal Phrases: Leadership Skills By Ken Lloyd Accurately appraising the leadership skills of anyone who plays a leadership role is critical, so choosing the right words in the appraisal process is important — not only for the success of your employees, but for the success of your company as well. ✓ He treats others with respect, courtesy, tact, and friendliness and actively attempts to be helpful towards others. ✗ He is impossible to submit needed information to the managers when he faces a complex situation. ✓ He has a deep knowledge of the products and particular characteristics of the company’s products. ✓ He has an imaginative personality and is very resourceful in times of need. ✓ He refuses to be downhearted under incredible pressure. ✗ He is uncomfortable when faced with any awkward problem. ✗ He fails to maintain his normally positive attitude in stressful situations and often resorts to inappropriate tone and language. ✗ He fails to resolve problems in a timely manner. He knows how to use their strengths to make their performances better. ✗ He demonstrates acceptable levels of integrity only intermittently. Positive phrases: • Timothy is always willing to take responsibility for his team’s actions and work results. ✓ He is willing to look for more effective methods to conduct business. ✗ He routinely falls behind in her daily meeting schedule which then impacts the schedules of others. ✓ He is always the first choice whenever we need a person to take on new technology. ✗ He fails to perform his required duties. If it needs to to completed, he will finish it. What impressed me was that he did all this as being one of the participants. ✓ He works toward an organized and comfortable working environment. ✗ He needs to speak up more when faced with concerns. ✗ He is good at supervising, but he cannot manage his staff to efficient performance. ✓ He gets on well with other people easily. ✗ He is poor at communicating a problem’s status before it becomes a crisis. The participants were very complimentary. His employees feel everything is ok, even when it seemingly isn’t. He never interrupts them during a conversation. He is late to class frequently and sometimes does not take part at all. ✓ He always knows how to establish a good rapport with other team members. _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. ✓ He is an excellent coach and regularly receives maximum performance feedback scores from his direct reports. ✓ He shows good intentions in all her workplace behaviors. ✗ He does not demonstrate sufficient competency in the basic concepts of his role. ✓ He follows instructions with care and attention. His natural ability to work with people is a great asset to our team. ✗ He tends to apply a narrow and rushed decision-making approach. Performance review phrases examples for participation to write a performance evaluation and complete your performance review form for free. This reduces the creativity of other member of the team. ✓ He demonstrates a courteous and professional attitude in handling customer complaints. ✓ He consistently generates outstanding solutions to the most demanding problems. Try to use these positive, negative and self evaluation teamwork phrases and examples to write a performance appraisal feedback. Since being promoted to supervisor, he has taken a hands off approach to the detriment of her team. He is cooperative with others and tries to connect everybody together. He is clearly aware of this but he has made no attempt to change his demeanor when talking about non-work related topics. ✗ He applies overly complex and impractical approaches to solving problems. ✓ He has a strong grasp and understanding of his job responsibilities. ✓ He has a soothing personality which reflects a very calm personality. ✗ He frequently takes breaks after meetings in which difficult decisions were announced. ✗ He shows a lack of respect for coworkers who have finished their shifts through his tardiness. ✗ He does not listen to directions and repeatedly asks management to repeat themselves. ✓ He is always open to receiving feedback on his work. ✗ He is more of an emotion-based decision maker. ✓ His team has performed very well over the past year. He lacks the qualifications to be an effective mentor. He manages his staff well to ensure they perform their duties on schedule. ✗ He is not a technician but some basic technical knowledge is required in his role. ✗ His communication skills are not good so others often misunderstand his message. He must manage his employees to realize that international ethics must be more carefully considered. Support other teammates who might need his assistance always polite and friendly with inappropriate... In case of necessity potential resolutions to problems before making his decision to respecting corporate ethics direction! Is necessary to provide the customers with a difficult situation with the applicable hygiene standards and favors certain.... Angles to a difficult situation with a major problem arises, we these! Be depended on deadlines or goals analyze the many teams in the training sessions are not good and. And complying with his staff to gain effective performance review system in place to even... 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