1. Appraisal sample phrases
In this file, you can ref free useful materials about appraisal sample phrases and other materials for
employee performance review.
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Performance review guides
When writing a self-appraisal for work the hardest thing can be finding the right word, phrase or
expression to highlight key strengths, accomplishments and career ambitions.
A winning phrase or an expression that hits the nail on the head can show that an employee is smartly
focused on their career and professional development. Not being able to adequately express personal
skills and achievements can set back careers or leave them stuck in a rut. In today's modern workplace,
good writing skills are a key to advancement. A sloppily written self appraisal is akin to turning up to a
job interview wearing jeans, sneakers and a t-shirt. Not a good look!
Below is a list of handy expressions covering the self-appraisal areas of Strengths, Accomplishments,
Development Needs, and Career Interests.
Key Phrases to Express Strengths
"I'm a quick learner who works well without supervision."
"Cheerful team player who enjoys helping others achieve their goals."
"I like to disseminate knowledge that I've accrued through the year to help enhance team performance."
"I have a keen analytical eye for detail and can anticipate problems before they happen."
Key Phrases to Express Accomplishments
"Overall this year I have achieved a strong result, maintaining and improving my KPIs."
"I have kept up to date with all the business's communications and made myself a knowledge expert in
the areas of policies and procedures."
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2. "I have kept an excellent attendance record this year, with no sick days and no late days."
"This year I enhanced my skill base by successfully completing three training courses."
Key Phrases to Express Development Needs
All self-appraisal templates will ask employees to honestly assess their development needs. No one
wants to write negative things about themselves, so this section can be tricky. The key is to write
positively about where employees see their potential for improvement.
"This year I have shown great improvement and hope to consolidate these advances to make this my
best year yet."
"The main focus for my development will be on the improvement of customer service scores. The
current trend of my performance shows that I am on track to meet these goals."
"Increased KPI scores could be achieved with more candid supervisor feed back and coaching sessions."
"My sales statistics have been trending positively this year. I am confident that with continued guidance
and a supportive team environment these statistics will continue to improve substantially."
Key Phrases to Express Career Interests
This is an opportunity to advertise future career ambitions. Appraisals should tie current achievements
to future aspirations.
"After a year of exceeding business expectations, I see myself eventually in a team leader position."
"Even though I find my current position very rewarding, I would like to advance to a position that offers
more challenges and responsibilities."
II. Performance review tips
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3. 1. The employee should never hear about
positive performance or performance in
need of improvement for the first time at
your formal performance discussion meeting,
unless it is new information or insight.
Effective managers discuss both positive
performance and areas for improvement
regularly, even daily or weekly. Aim to make
the contents of the performance review
discussion a re-emphasis of critical points.
2. No matter the components of your performance review process, the first step is goal
setting.
It is imperative that the employee knows exactly what is expected of his or her performance.
Your periodic discussions about performance need to focus on these significant portions of the
employee’s job. You need to document this job plan: goals and expectations in a job plan or job
expectations format, or in your employer's format. Without a written agreement and a shared
picture of the employee’s goals, success for the employee is unlikely.
3. During preparation and goal setting, you need to make how you will evaluate the
employee’s performance clear.
Describe exactly what you’re looking for from the employee and exactly how you will evaluate
the performance. Discuss with the employee her role in the evaluation process. If your
organization’s performance review process includes an employee self-evaluation, share the form
and talk about what self-evaluation entails.
4. Avoid the horns and halo effect in which everything discussed in the meeting involves
positive and negative recent events.
Recent events color your judgment of the employee’s performance. Instead, you are responsible
to document positive occurrences such as completed projects, and negative occurrences such as a
missed deadline, during the entire period of time that the performance review covers. (In some
organizations, these are called critical incident reports.) Ask the employee to do the same so that
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4. together you develop a comprehensive look at the employee’s performance during the time
period that your discussion covers.
5. Solicit feedback from colleagues who have worked closely with the employee.
Sometimes called 360 degree feedback because you are obtaining feedback for the employee
from his boss, coworkers, and any reporting staff, you use the feedback to broaden the
performance information that you provide for the employee. Start with informal discussions to
obtain feedback information. Consider developing a format so that the feedback is easy to digest
and share by the manager.
6. If your company uses a form that you fill out in advance of the meeting, give the
performance review to the employee in advance of the meeting.
This allows the employee to digest the contents prior to her discussion of the details with you.
This simple gesture can remove a lot of the emotion and drama from the performance review
meeting.
7. Prepare for the discussion with the employee.
Never go into a performance review without preparation. If you wing it, performance reviews
fail. You will miss key opportunities for feedback and improvement and the employee will not
feel encouraged about his successes. The documentation that you maintained during the
performance review period serves you well as you prepare for an employee's performance
review.
8. When you meet with the employee, spend time on the positive aspects of his or her
performance.
In most cases, the discussion of the positive components of the employee’s performance should
take up more time than that of the negative components. For your above average performing
employees and your performing employees, positive feedback and discussion about how the
employee can continue to grow her performance should comprise the majority of the discussion.
The employee will find this rewarding and motivating.
9. The spirit in which you approach this conversation will make a difference in whether it is
effective.
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5. If your intention is genuinely to help the employee improve, and you have a positive relationship
with the employee, the conversation is easier and more effective. The employee has to trust that
you want to help him improve his performance. He needs to hear you say that you have
confidence in his ability to improve. This helps him believe that he has the ability and the
support necessary to improve.
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