✓ He adapts his communication methods to respond to different audiences. ✗ He is not adept at documenting verbal communication. ✗ He needs to set goals that are more challenging. The last one you suggested was one of our most successful campaigns, and everyone considers it to be a big win. ✗ He should attend more training sessions, He should study harder to improve his technical knowledge. He maintains an incredible posture and focuses on the positives when solving problems. ✗ His lack of trust in his team members means that it is difficult for his team to accomplish anything. ✓ He effectively communicates expectations and goals. He responds well to change and different situations. ✗ He fails to demonstrate a strategic mindset. ✓ He is willing to work overtime until the project is finished. ✗ He gets distracted and doesn’t reach his goals or objectives. ✓ He effectively highlights problems within the company and/or solutions to fix them. ✓ He is one of the most moral employees. ✓ He doesn’t accept “we’ve always done it this way” as a solution. His daily work ethic is a standard which others should follow. Discuss appropriate training, retraining, refocus and appropriate time lines. ✓ He stringently observes the company regulations. ✓ He responds to any issue very quickly. We advise him to make concrete plan for every week. The performance review is sometimes a very hectic task to do for the HR managers therefore, we designed this template for their ease of this task. ✓ He never fails to impress by performing well each day. ✓ His good performance level is highly appreciated. ✓ His team and managers gave him positive feedback and good comments. ✗ He is ineffective at pursuing his goals. ✗ He meets the letter of the law but frequently fails to respect the spirit as far as our ethics policy is concerned. ✗ He struggles to work out a solution to any difficult problem. He always carries out his assignments without waiting to be told. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. He readily cooperates with his team members to get the job done. ✓ He has never complained about his job or his colleagues. ✓ He is friendly and open-minded so he creates good relationship with other team members. He delivers what has been promised. ✓ He enables others to remain calm and focused on the main goals. ✗ He seems to find it hard when learning new technology. ✓ He is decisive in difficult situations. ✓ He is very good at communicating and everybody appreciates his good behavior with others. He quickly turned the team around to one of our best performers. ✓ He never neglects any detail of any task given to him. ✗ The quality of his work is unreliable. ✗ He has difficulty in locating the necessary information to complete his job responsibilities. Now that we’ve examined the psychology behind phrasing criticisms constructively, let’s take a look at some sample text from employee reviews. ✗ He doesn’t understand the key requirements of his job. He excessively takes on extra work and additional problems. I’d love to see you continue to take the lead on this for future projects. ✓ He is ready to improve and develop necessary skills to make his job more effective. Tim has a unique mind-set that is highly appreciated. ✓ He s always willing to directly challenge the status quo in pursuit of a more effective solution. ✓ He is always the first to understand new rules, upgraded software and equipment and adjust to the changes. Sales Performance Report Examples for Daily, Monthly, Weekly. ✗ He does not seem to be an ideas person. ✗ He demonstrate a management-by-crisis style, which means a responsive style. ✗ He violates the company’s internal code of ethics. ✓ He works toward an organized and comfortable working environment. I appreciate the way you took ownership for and fixed the bug in the code. ✓ There are many times we have tasks that absolutely must be completed by a given time. I encourage you to start practicing flexibility when it comes to new ideas – it may help you discover time-saving processes. He always makes high quality products. ✓ He is excellent at absorbing the complexities of his job. He believes he is proficient, yet he is lacking in many areas. ✗ He fails to communicate with his team members in an effective way. As a manager, you serve as the gatekeeper for your employee’s feedback – so there’s a lot of pressure to deliver it in an impactful way. ✗ He is continually late for work and should improve this area by focusing on arriving on time each day. His natural ability to work with people is a great asset to our team. ✓ He provided or exchanged information while keeping others informed through effective communication. Let me know if anything comes up. ✗ He has generated complaints from customers because of issues with his integrity. , which is the process of collecting responses from peers who work with the individual being reviewed. ✓ His effective leadership allows his team’s time management and attendance to be among the best in the company. ✗ He is a decent task manager, but falls short when it comes to setting a vision. ✓ His positive attitude in his management role is his most important and effective skill. He rarely faces difficulty when he is faced with extreme situations. ✓ He has received a lot of positive appraisals from his subordinates and other line-managers. ✓ He provides the latest information relating to his job to everyone. ✗ He too often stifles innovation and creativity. ✗ He is unable to get along with our technology even though our systems have been used for a long time and well documented. ✗ He does not understand how to set team goals and manage his team to achieve them. ✗ One of his roles is to find consensus among his team members, but he has frequently failed to accomplish this task. ✓ He demonstrates the highest levels of integrity in all his dealings with employees. ✓ Everything seems to have big step in the world of technology. ✓ He is able to set clear objectives and requirements for his subordinates. But, if you’re not that’s normal, too—you’ll probably want to read this and this to get your nerves under control.. ✓ He maintains an up-to-date level of professional and technical knowledge. ✗ He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged. ✓ He always maintains accuracy in his work. ✓ He collaborates well with other departments. ✓ He will never quit until a project is finished. ✗ He should improve his communication with his management team. He is very good at handling difficult situations with customers. ✗ He does not arrive on time in the morning and then leaves at his normally scheduled exit time. ✗ He fails to show a frequent appreciation of his subordinates’ performance. A monthly performance review, from the word itself, is conducted every month. ✗ He lacks credibility in his messages. ✓ He provides sufficient information on guidance and feedback to his team. With this performance phrase, you’re calling out behavior that you want to encourage an employee to keep doing. He always wants to try to improve his performance as much as possible. ✗ He fails to create a working environment meeting his subordinates’ expectation. His ineffective assignments mean he cannot reach assigned goals. ✓ His written communication is very good, however his verbal communication skills could be improved. ✗ He is too focused on finding new ways to accomplish things rather than cooperating with others in a process which is already well tested and defined. ✓ He is always the first choice whenever we need a person to take on new technology. Sales Report or Sales Analysis Report shows overall trends in the amount of sales of the company over time. ✓ He establishes workable, prioritized, and highly effective problem-solving plans for each problem. They take a moment to fill it out in point form only. ✗ He has left a wake of bad relationships in his career path. Chris Zeller, an Executive Recruiter at Adecco, says: It’s always helpful to keep feedback rooted in observable behavior, which has nothing to do with intent or inherent traits. ✗ He works with the team well when his own projects are coming due and he needs help, but once those are accomplished, he does not frequently help others on their projects. ✓ He always learns about the nature of projects and duties carefully. ✓ He does everything possible to maintain a strong and steady performance in all circumstances. ✓ He actively listens to his team’s feedback and comments. He should consider the impact his attitude is having on others. ✗ Despite being a good supervisor, he does not know how to lead his staff to achieve a perfect performance. ✗ He directs quickly but has a bad attitude with his feedback. His lack of focus means that tasks take longer than they should. He helps to remedy the situation instead. 95 percent of managers aren’t happy with their performance review process – It’s time for a change. ✓ He always asks for immediate feedback and takes constructive criticism well. ✓ He is always one of the first to volunteer to help to get the job done whenever a large project comes in. ✗ He appears uninterested and detached from his work lately as if he is no longer engaged in it. ✗ He cannot maintain relationships with his customers well. Three Performance Review Phrase Examples. ✗ He usually needs too much time than it takes to complete his duties. ✗ He continually talks negatively about projects or tasks assigned to him. ✗ He consistently provides a new angle or way of thinking about things. Negotiation skills performance goals examples. ... such as monthly or quarterly. He divides his time suitably to complete his assignments. ✓ When working in a team, he always pays attention to the goals set. ✓ He is a strong team player; who is humble and says that projects are the achievement of the whole team. ✗ He is brisk with his directions and crude with his feedback. Lauren Linzenberg, Founder & HR Consultant at MENSC{HR}, recommends doing a gut check: “Make sure you’re comfortable saying what you wrote in the review to the person’s face. ✓ He is willing to help his staff find suitable training sessions. Discussing your achievements is a good way to impress your boss and highlight what you’ve been up to during the past year. This allows him to manage multiple projects simultaneously, performing well with each. ✓ He shows sound judgement in critical decision making. ✓ His uncanny ability to connect with people is a great personality attribute in his role as a manager. Verification of Review By signing this form, you confirm that you have discussed this review in detail with your supervisor. ✗ He complains about coworkers too often. ✗ Bending the rules is effectively breaking them in our line of work. I’m really impressed with the way you revamped our weekly kickoff meeting. ✓ He is often the first person who volunteers. ✓ He has good knowledge of the technology and he knows how to apply it efficiently. ✓ He is an asset to our team. He does not have a good connection with his staff and this affects the team’s performance. It is better for him to improve his interaction skills to build good relationships with them. ✗ He feels shy when he communicates with others and he cannot build good relationships with his colleagues. ✓ He leads the team in the difficult environment of customer service to success, meeting all objectives. ✗ He has poor abilities to establish priorities and courses of action for himself. 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