In this file, you can ref free useful materials about sample performance evaluation phrases and other materials for employee performance review.

1. Sample performance evaluation phrases
In this file, you can ref free useful materials about sample performance evaluation phrases and other
materials for employee performance review.
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 1125 performance review phrases
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Performance review guides
Performance evaluation or appraisals and reviews are an important part of any professional
setting. The human resource department of a company in consultation with the employee's boss
or department head is generally responsible for the evaluation of an employee's performance
over a year's time. While performance review is an annual affair in most companies, there are
some firms that have reviews on a biannual basis to let the employee know of his or her strengths
and weaknesses. Every company makes use of different performance appraisal methods in order
to evaluate the employee performance. Some firms ask the employees to fill out a self-evaluation
form which enables the employer to know what he or she thinks about himself or herself.
Performance evaluations are good ways of improving the morale of an employee by informing
him or her about his or her strengths and also letting him or her know how they are an asset to
the company. As a human resource professional, on several occasions it becomes difficult to
frame these performance evaluations correctly and without sounding overtly casual. It is here
that examples of performance appraisals come handy, enabling them to draft effective phrases
for performance appraisals properly. This article gives you some samples for your use.
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Phrases for Performance Appraisals
Performance review phrases need to maintain a fine line between a formal tone and being very
casual. They also need to be written with authority while avoiding the adoption of a domineering
tone. Always try to tone down the negatives mentioned in the performance appraisals by
highlighting a few positives about the employee. It is important that employee performance
appraisals do not put down the morale of employees. There are many different key areas that are
discussed in performance appraisals. Evaluation comments for five of these key areas have been
given in this article. These aspects are time management and punctuality, stress management,
professionalism, communication skills, leadership and team building.
II. Performance review tips
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2. 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
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3. organizations, these are called critical incident reports.) Ask the employee to do the same so that
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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4. 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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