✓ He always asks for immediate feedback and takes constructive criticism well. He listens to customers and works to resolve any problems. The ability to coach and guide others says a lot about a leader. ✓ He thinks outside the box to find the best solutions to a particular problem. And there are many resources out there that list forbidden performance review topics like personalities, rumors,… ✗ He seems to be too focused on his appearance and following the dress code instead of working skills. ✗ He has proven to be an ineffective communicator. Is everyone being a model team player? ✗ He is inventive but he usually acts without thinking. Creating a positive work environment and fostering positive attitudes start with acknowledging the achievements of your peers and subordinates. ✗ Teri can handle the run of the mill customer service situation, but the more complex issues seem to cause her to freeze and not react. ✗ He can be the cause of conflicts between his coworkers. ✗ He doesn’t spend enough time reviewing his work before handing it in as complete. ✗ He has show several recent lapses in integrity. It’s hard to communicate with him. But this brushes aside any positive or negative behavior that has gone unaddressed. ✓ Be objective in considering facts or situations. He applies any feedback to his current and future projects to ensure he is performing his work adequately. ✓ He welcomes criticism to help improve his business. ✓ He completes work well in advance of deadlines, allowing sufficient time for it to be reviewed. ✗ He is too hesitant to make a decision. ✓ He is an important member of our team and will finish the task when it is required. ✓ He can seemingly strike up a conversation with anybody. ✓ He keeps his word under all circumstances. He must improve both his written and verbal communication. His innovative steps resulted in a 25% increase in productivity for the team as a whole. ✓ He encourages employees to take responsibility for their performances. He knows how to use their strengths to make their performances better. ✓ He always knows how to best apply new and more effective approaches to conduct business. He needs to work on his technical knowledge. ✓ He is able to summarize and communicate key business decisions effectively. Ok, let’s discuss some points about the performance review phrases for productivity: First if you haven’t set an expectation for what the minimum productivity requirements are for the employee’s job role, it is going to be very difficult to stand up to any of the negative performance review phrases for productivity . ✓ He has strong reasoning and critical-thinking skills that help him handle problems well. ✗ He should learn the technical concepts required for his position. ✗ He cannot refuse his colleagues’ requests. If a task must be completed it is better assigned to someone else. ✗ He does not usually innovate and when he does, it is reluctantly. He needs to handle customers more creatively and flexibly. He relates to others very well. ✗ He appears to become frustrated by clients who ask questions. ✗ He misses opportunities to further educate customers about other products or services. He manages his staff well to ensure they perform their duties on schedule. He is very good at dealing with irate customers in a calm and rational manner. ✗ He fails to perform his required duties. ✓ He reports necessary information to his coworkers. ✗ He demonstrates a lack of interest in contributing creative or innovative ideas. ✗ He does not have the ability to implement a reasonable solution to an issue. He only cares about how to get the job done excellently. ✓ He completes work within established time lines. ✗ He focuses on satisfying wide audience need where an individual approach to each client is needed. Using the right improvement phrases, you can help your worker to become more productive. #employee appreciation #inspirational quotes . ✓ He connects his staff members together well to create a team first environment. He is skilled in finding the best ways to get a job done. ✗ He has a tendency to make decision without thinking through its potential consequences. ✗ He finds it hard to look for a solution to a difficult situation. ✓ He is always ready for business trips when necessary for his job and for improving relationships with clients. ✗ He was a great individual performer but so far has not proven he is a good manager. He consistently strives to do what’s right. He should think beyond the manuals, and troubleshoot technical issues which are not documented. ✓ He is one of our most proficient customer service trainers. ✗ He constantly interjects into conversations. Especially when it comes to a tender matter like performance reviews. He crosses the line of the company’s corporate ethics. ✗ His work does not comply with the required output standards. ✓ He anticipates the future needs or problems of customers. ✓ He demonstrates how providing excellent customer service has a lasting effect on customer relationships and customer retention. ✓ He is objective when considering a fact or situation. ✗ He tends to be distant and unapproachable. ✗ He does not want to listen to others. This does not help for many of the problems we run into. ✓ He shows initiative at work by adopting new and appropriate methods to perform his duties. ✗ He complains of a lack of resources to adequately complete job functions. ✓ He always provides assistance when necessary, even beyond his normal fixed duty hours or at weekends. ✓ He can find timely solution to any problem quickly and effectively. ✓ He is one of the more technical employees we have on staff. ✗ He took several more personal days than permitted. ✗ He does not understand how to to solve problems with customers and gives up easily. His work is always done with exceptional quality. When problems occur, he is often the first person who thinks and finds the most effective solutions to deal with them perfectly. ✗ He sends mixed signals to his team regarding goals and day-to-day activities. READ MORE: 10 EXAMPLE PARAGRAPHS FOR PERFORMANCE REVIEWS. 100 USEFUL PHRASES FOR PERFORMANCE REVIEWS by Sabrina Son on Feb 10, 2016 8:00:00 AM Unless you're actually a robot, it's easy to say the wrong thing at the wrong time. ✓ He is an asset to our team. ✓ He is dependable and turns in good performance each day. Ability to improve oneself allows employees to master new skills and systematically increase their performance. ✓ He has good instincts and knows when to follow them. ✗ We need people who are willing to do whatever it takes to get the job done. ✓ He is a well-versed team player. ✓ He maintains open communication among his employees. His demeanor is rude and unfriendly. ✓ He shows faithful commitment to getting the job done. ✓ He demonstrates high level of knowledge of internal policies and standards, which is a key requirement for an effective mentor. He seems slow and indecisive when presented with a major issue. ✓ He performed his standard duties throughout the year and in addition took on several large projects and some smaller ones that had a significant positive impact on the department. He should learn to accept a reasonable work-personal life balance. ✗ He does not attempt to take creative risks. ✓ He defines clear goals and expects the right performance from his group. He always finds solutions for problems on time. He successfully up-sells to them at the same time. ✓ He readily assists coworkers in response to fluctuations in workloads. ✓ He always tries to provide the customers with detailed information on any specific issue which they are interested in. Use these phrases to evaluate the creative-mindset of your employee/manager: Are your managers doing a good enough job at delegating tasks and dividing the load? ✗ He becomes uptight when the plan changes. ✗ He leaves peers struggling to understand the status of a project. Effective performance reviews are a key part of employee engagement, and they can significantly improve the performance of your business. Many companies and organizations expect a self-performance review from the employee, along with their management team submitting an employee performance report as well. ✗ He is generally a good member of staff but his attitude sometimes lets him down. ✓ He implements all contract arrangements and fulfills all obligations to his clients. It’s my view that enhancing your performance reviews circles back to positive and constructive communication, delivered through structured employee feedback sessions. ✓ He is detailed and focused. ✗ He appears to think that the training sessions are not important so he does not concentrate on them. ✓ He champions new ideas, objectives or tools. Working well together means the task gets done on time and with proficiency. ✓ He maintains good relationships with every department in the company through his skill in communicating with others. He quickly turned the team around to one of our best performers. ✓ He actively listens to his team’s feedback and comments. This causes problems when an untested or unexamined idea is moved forward too quickly. ✗ He needs to control his temper and attitude, he needs to learn not to react too strongly towards negative situations. ✓ He has powerful analytical skills that he applies to every stage of the problem-solving process. ✓ He is very level-headed and handles stressful situations with ease. ✓ He is decisive in difficult situations. ✓ He promotes cooperation well to ensure staff work as a team to meet deadlines. ✗ He does not achieve goals or objectives because he does not focus on his performance. ✓ He shares his job knowledge well with his peers. He stands firm and the situation does not affect his attitude. ✗ He would benefit from reigning in goals and vision to something more achievable. ✓ He is able to explain complex and difficult issues in terms that are easy to understand. ✓ He follows all company policies. ✓ He creates healthy dialogue to help the bring about the best solution. ✗ He is not approachable and is tough to work with. ✗ His skill set does not meet requirements for the job. ✓ He follows up with customers in a timely manner. ✗ He usually voices breakthrough and helpful ideas in meetings – even though he is not one of people you think of as a creative employee. ✓ He completes projects ahead of schedule without compromising quality. He fails to focus on his goals, resulting in failure. ✗ His communication continues to be substandard. ✓ He keeps management apprised of ongoing problems or issues that occur within the department. ✓ He demonstrates the highest levels of integrity in all his dealings with employees. He is one of those team members you would love to have on your team. ✗ He displays a negative outlook at times which may be damaging to the team. ✓ He always accentuates the positives in any situation. ✗ He does not use his experience and knowledge to its full potential. This reduces the creativity of other member of the team. ✗ He routinely falls behind in her daily meeting schedule which then impacts the schedules of others. ✓ He is a good team member. ✗ He needs to set goals that are more challenging. ✓ He is a very interesting colleague to work with. ✓ He meets customer expectations in a timely manner. ✓ He is good at solving complicated issues in his job. ✗ He repeats his mistakes over and over again. Action plans and prepares for the work environment to a known value or standard that is for. Lunch schedules and breaks satisfy the requirements of his subordinates’ expectation facet his... 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