Writing a Job Performance Review for Disrespectful Employee

Performance review isan essential tool for accelerating your team's growth. Then, as a manager, information technology's not just what yous say, information technology'south also how you say it tin make the performance review constructive and effective.

Awkward conversations. Managerial monologues. Mixed letters. Vague statements. Defensive reactions. All likewise often, performance review meetings betwixt managers and employees devolve to include some or all of the higher up.

The good news is that if managers take a structured and counterbalanced approach to performance reviews – and fix adequately in accelerate – these issues tin be avoided.

And then, read on and acquire how to build constructive operation reviews around the following key phrases. And if yous're an employee, these phrases can help you lot ease your nextself-evaluation.

1. Overall performance review phrases

Here are examples of high-level summaries or overall overviews for 2 very unlike employees: Tom – an exceptional performer – and Jane – who has multiple areas for improvement:

Meets expectations

• Tom has demonstrated the value he adds to the team and consistently exceeds expectations in all aspects of his task functioning.
• He shows attention to detail and delivers piece of work of an exceptional standard. Tom is a strong squad player and has gained the respect of both his colleagues and senior stakeholders.
• He has responded admirably to changing and sometimes challenging situations, always retaining his professional demeanor and positive attitude.
• Despite operating in a demanding and high-pressure environs, Tom has proactively sought opportunities to abound and learn new skills.
  

Does non encounter expectations

• Jane seems to be struggling to grasp and suit to some of the requirements and expectations of her role. Her demeanor in the function is somewhat negative, affecting her squad's morale and cartoon criticism from senior stakeholders and colleagues.
• Jane does not evidence a sense of urgency in meeting deadlines and delivering work of a high standard. Work is often left unfinished and of poor quality. Her timekeeping is somewhat haphazard, and she seems reluctant to follow procedures.
• It is recommended that Jane appoint in some training and mentoring support to assist her in building the skills and capabilities she lacks.

In the sections that follow, we'll look at some of the most common areas in which employees are oft evaluated. For each, we'll offer some sample phrases that you lot can include and/or customize.

2. Performance review phrases near quality of work

While this is one of the nigh critical requirements when reviewing an employee'southward chore functioning, it's one of the near hard to evaluate. For this reason, the words and expressions you use should be carefully called. These phrases will be useful to draw on when evaluating a person's quality of work:

Meets expectations

• Detail-oriented and results-driven.
• Settle only for delivering services of high quality to customers.
• The quality of the results delivered has contributed to the company's reputation and bottom line.
• Exist trusted to evangelize high-quality piece of work on fourth dimension, every time.
• Invest extra time in projects to ensure that all deliverables are of a loftier standard.
• Be committed to always finding new means to deliver meliorate value.
• Ready exceptionally loftier standards.
• Quality of piece of work exceeds expectations on every occasion.
• Committed to producing the very best work at all times.
• Complete tasks thoroughly and beyond expectations.

Does not meet expectations

• Delivers an inconsistent quality of work.
• Fail to respond to colleagues' requests or customer complaints.
  
• Fail to demonstrate a commitment to quality.
  
• Turn in piece of work that is below par.
  
• Assignments are poorly idea through and ofttimes total of errors.
  
• Non follow the visitor's procedures and policies.
  
• Expect others to stop incomplete tasks.
  
• Leave work before all agreed tasks are completed.
  
• Not follow established processes.
  

3. Performance review phrases most job knowledge

Employees who have rich knowledge well-nigh what their task entails and what is required of them are the almost productive. Use this list to guide your give-and-take about how well yous rate an employee's task cognition:

Meets expectations

• Approach technical challenges with a skillful centre.
• Apply skills to boost the company'southward quarterly revenue numbers.
• Use technical knowledge creatively to solve problems.
• Saved project X from failure past proposing a new technical approach.
• Explain technical subjects to peers in a relatable manner.
• Build the team's knowledge base by sharing expertise on technical issues.
• Apply expertise creatively.
• Tin can take theoretical concepts and apply them to practical challenges.
• Observe solutions to longstanding bug through their technological insights.
• Interpret technical information into user-friendly language.

Does not see expectations

• Cling to outdated solutions.
• Offer inaccurate technical information or specifications.
• Answer questions using confusing, overly technical language.
• Unwilling to offer technical assist to less-experienced team members.
• The technical skills set is inappropriate for the tasks at hand.
• Blueprint flawed solutions that require significant rework.
• Unwilling to recertify with upward-to-date qualifications.
• Ignore opportunities to expand expertise.
• Not stay up to date with industry trends and developments.
• Let technical details to overshadow the customer's business problem.

4. Functioning review phrases about initiative

Initiative is an essential trait of high-performing people. Employees with initiative stand out from their peers through their willingness to act without being asked to. Here are some phrases that you can draw on when evaluating and discussing your employees' levels of initiative:

Meets expectations

• Proactively seek out new tasks to work on.
• Work well without whatever supervision.
• Be able to set goals and priorities and accomplish them.
• Flexible arroyo to accommodate shifting priorities.
• Notice new, creative ways to overcome challenges.
• Have pride in completing projects on time.
• Always on the lookout for new means to improve and evangelize value.
• A champion of new ideas and approaches.
• Willing to encompass new opportunities and have on additional tasks.
• Communicate with all stakeholders to ensure the job gets washed.

Does non run into expectations

• Over-sold capabilities in task application/interview.
• Crave abiding supervision, or else specific tasks do not get completed.
• Resist learning any new skills or improving existing ones.
• Hard to inspire to accept on new challenges.
• Rarely add value to projects across the basics of what is required.
• Cannot cope under pressure or adjust to new or unfamiliar tasks or circumstances.
• Shy away from making decisions.
• Neglect to come up with new ideas or solutions to issues.
• Has difficulty setting priorities.
• Ofttimes starting time projects without thorough upfront planning.

5. Performance review phrases nearly communication

It's vital that people accept proficient written and verbal communications skills. Just it goes beyond that: advice is also most people'due south attitudes and willingness to cooperate and share information, insights, and learnings with others. Here are some functioning appraisement phrases that you can use when reviewing an employee's ability to communicate:

Meets expectations

• Keep all stakeholders up to speed on projects' status.
• Have and share notes and updates regularly.
• Inquire questions and shares information with the rest of the team.
• Ensure questions are clarified earlier taking actions that will affect outcomes.
• Communicate finer and clearly with direct reports so that they always know what is expected of them.
• Regularly engage with customers directly to hear their thoughts and feedback.
• Ensure that everyone understands the goals of a specific project and shares regular updates.
• An effective listener and takes time to understand what others are saying.
• Facilitate conversations with team members that bring out new ideas and solutions to problems.
• Exist able to clear circuitous, technical concepts in plain language.

Does not meet expectations

• Gets defensive if questioned or given effective feedback or criticism.
• Also introverted, which impacts effective teamwork.
• Avoid conversations with direction and superiors.
• Fail to proceed squad members updated on important projection developments.
• Not communicate with others as they feel information technology is not necessary as long every bit the task is washed.
• Never ask for aid.
• Unwilling to talk to customers who have a problem.
• Become overly intimidated if asked to make a presentation or speak in front of the team.
• Written communication skills are sub-optimal.
• Poor email etiquette.

vi. Operation review phrases nigh teamwork

When teams work effectively together, they evangelize results more speedily, which impacts the business'southward overall performance. Carry in listen, yet, that some people are not natural team players and may need to be guided and coached. Here are some useful phrases that can help you express your feedback to people in this area:

Meets expectations

• Listen to others without interrupting.
• Invite ideas and suggestions from team members to solve challenging bug.
• Encourage thought-sharing and initiative.
• E'er ask what the squad is doing to ensure everyone is engaged.
• Respect the ideas and input of other team members.
• Offer workable solutions to any problems faced past the squad.
• Always congratulate team members who practise well.
• Encourage and motivate even the most reluctant team members.
• Be a positive influence on all team members and leads past example, which improves the team's morale.
• Solve team conflicts in a at-home and mature mode.

Does not meet expectations

• Fail to listen to what other team members accept to say.
• Interrupt people when they are talking.
• Publicly criticize team members and brand them look bad.
• Unwilling to assistance if needed, which impacts overall team functioning.
• Instigate arguments with others.
• Reluctant to work or share ideas with others.
• Arrive tardily to team meetings.
• Always get out early on fifty-fifty if the rest of the squad is working belatedly.
• Only worry nearly their own needs and happiness.
• Take credit for other people's work.

7. Performance review phrases virtually integrity

Another surface area that yous may be asked to reflect on is integrity. Integrity involves consistently upholding strong moral and ethical business values. Employees that exercise the right matter and are honest contribute to an organization's ability to build a stiff reputation in their marketplace. Below, nosotros've listed some useful phrases to consider using when evaluating people's integrity:

Meets expectations

• Highly organized and skilful at prioritizing what is important.
• Always strive to keep commitments.
• Be highly truthful and honest in all dealings.
• Always practise what is correct.
• Never betray their principles and company's core values
• Demonstrate trustworthiness.
• Keep promises.
• Follow ethical business organization practices and company'south policies
• Respect confidentiality.
• Avoid office gossip.

Does non come across expectations

• Take breaks if not being watched.
• Make excuses to leave work early.
• Unremarkably gossip and brand things up near the company or team members.
• Blame co-workers for their mistakes.
• Speak rudely to junior/senior team members.
• Make unkind personal remarks.
• Lie to other members of the team.
• Break the rules.
• Let personal biases influence important business decisions.
• Withhold of import information from the manager to avert disciplinary activity.

8. Functioning review phrases nigh professionalism

Professionalism is an area that covers a wide range of behaviors and attitudes merely also extends to bug such as the way a person dresses and their personal hygiene and tidiness. Examples of performance review phrases that you can depict on to decide the overall professionalism of an employee are given below:

Meets expectations

• Have an excellent work ethic and an engaging personality.
• Display a professional demeanor even when under pressure level.
• Welcome challenges and piece of work on them diligently.
• Our customers regularly enquire to speak to this person by name.
• Strive for excellence in everything they do.
• Not engage in illegal or unethical business practices.
• Energetic and creative.
• Accept setbacks in their stride.
• Splendid piece of work ethic.
• Polite and professional in every style.

Does non run across expectations

• Cannot split personal life from piece of work.
• Poor hygiene standards.
• Wearing apparel too informally for a piece of work surround.
• Non take action to improve their performance.
• Frequently arrive belatedly at work.
• Unwilling to broaden their horizons.
• Be disrespectful to leadership behind their backs.
• Exist unwelcoming to new team members.
• Neglect to keep the workspace tidy.
• Become angry and emotional in stressful situations.

9. Operation review phrases about leadership

Developing effective leaders is among the top challenges for today's businesses. Being a potent leader goes across just leading teams and assigning people tasks. Information technology involves fostering a potent team culture, ensuring people are given opportunities for growth, and resolving conflicts in a at-home and mature mode. Utilise the following phrases to evaluate the leadership capabilities:

Meets expectations

• Bring people together to create a loftier-operation team.
• The department they manage is recognized for its excellent operation.
• Encourage individuals to embrace challenges with enthusiasm.
• Structure tasks and projects to farther strengthen teamwork among members.
• Treat anybody with respect.
• Evidence empathy to people experiencing personal or professional challenges.
• Ensure they develop and apply individuals' unique talents and strengths.
• Set both achievable and ambitious expectations.
• Guide and back up people towards achieving goals.
• Maintain open communication channels.

Does not see expectations

• Hypocritical: does not gear up a positive example through their actions and words.
• Sow discord and disharmony within previously well-functioning teams.
• Offer no recognition or rewards for a task well done.
• Remain physically distant from employees.
• Ofttimes unavailable for extended periods.
• Monopolize the conversation during meetings and does not invite squad members' ideas.
• Cultivate a civilization of fear.
• Not listen to other team member's ideas and feedback
• Communicate aggressively and through reprimands.
• Prioritize their ain needs and career aspirations.

10. Performance review phrases about problem-solving

Employing people with strong problem-solving skills gives companies a means to continually create new, more relevant ways to evangelize value. Only be mindful that not every employee is a natural problem-solver. It requires a blend of proactivity, creativity, and cocky-confidence. Consider these performance review phrases when evaluating the problem-solving skills:

Meets expectations

• Evaluate challenges from all angles before deciding on a way frontward.
• Open to collaborating with peers to explore solutions to problems.
• Resolves customer complaints professionally and promptly.
• Be decisive when making decisions and so stick to them.
• Take total responsibility for any issues of their assigned tasks
• Tackle problems in a creative and analytical fashion.
• Stay at-home fifty-fifty when required to resolve a problem under high pressure.
• Articulate issues conspicuously and concisely that everyone tin understand.
• Be level-headed when assessing situations and suggesting solutions.
• Adjust and listen to other people's perspectives about how to resolve issues.

Does not see expectations

• Non listen to other people's ideas and opinions.
• Cannot articulate problems in ways that others can empathize.
• Be indecisive when it comes to coming up with solutions.
• Blitz to brand decisions without thinking things through.
• Fail to monitor progress to ensure that they deliver the desired outcome.
• Not learn from previous successes or failures.
• Get flustered when facing a tough determination and lashes out at peers or subordinates.
• Unwilling to collaborate with others to brainstorm solutions to bug.
• Neglect to provide teams with the appropriate corporeality of structure and direction.
• Bargain with customer-related issues in an unprofessional manner.

11. Performance review phrase about attendance and punctuality

Although in that location are many companies that give employees flexible time, attendance and punctuality are essential to creating a high-performance workplace. You should expect people to get in at work on fourth dimension or attend their meetings. Apply these phrases to guide your discussion with employees regarding their level of timekeeping, attendance, and punctuality:

Meets expectations

• Adhere to lunch schedules and breaks.
• Always call ahead if they are going to be late.
• Not spend excessive amounts of time on personal telephone calls or chatting in the coffee area.
• Arrive at work looking refreshed and in a positive frame of mind.
• Start and end meetings on time.
• Book vacation time well in advance.
• Willing to put in long hours to go the job done.
• Always run into project deadlines.
• Ensure out-of-office auto-replies are activated when on vacation or travelling to meetings or conferences.

Does not meet expectations

• Host meetings that oftentimes run overtime.
• Regularly have more than frequent or longer breaks than permitted.
• Use upward all their sick leave days without existence genuinely sick.
• Often offer weak excuses for arriving late.
• Frequently exist the first to leave the office at the end of the day.
• Run behind schedule causing meetings to beginning belatedly.
• Neglect to accept or decline email meeting invitations.
• Usually become offline on communication channels when working from dwelling
• Spend time on social media sites or playing with their mobile phone during working hours.

12. Performance review phrases about productivity

To evaluate a person's productivity, you need to consider the quality, the quantity of work and the way they arroyo a job. Productivity ways you work smarter, non harder. Below are some phrases that will assist you gauge a person's level of productivity:

Meets expectations

• Deliver high volumes of work that frequently exceed expectations.
• Willing to consummate work that falls outside their formal task description when necessary.
• Proactively minimize distractions to ensure they tin can focus on specific tasks.
• Focus on the job at hand and avert excessive multi-tasking.
• Monitor their productivity and implement improvements.
• Seek out ways or tools to automate manual tasks
• Inspire others with their levels of productivity.
• Contribute to significantly boosting overall departmental productivity.
• Empathize the link between private productivity and overall visitor operation.
• Able to work smarter, not harder.

Does not meet expectations

• Unable to focus their attention for long periods to get the chore done.
• Set the bar low for own output goals.
• Not come across the point of focusing on productivity.
• Do equally little as possible to get by.
• Distract co-workers, thereby impacting their productivity levels.
• Not take fourth dimension to understand expectations upfront.
• Fails to fully focus on their projects.
• Get easily distracted by personal problems.
• Poor time management: fails to complete assigned work on time.

Prepare to put these phrases into practise?

Effective functioning reviews are vital if you lot want to maximize employee appointment in your business concern.

Recognizing people's efforts and honestly just respectfully addressing their weaknesses can get a long mode to optimizing the value they bring to the workplace.

And so, why non describe on the list of phrases nosotros've shared in this commodity to make your adjacent round of performance reviews a positive and constructive experience?

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Source: https://blog.grovehr.com/performance-review-phrases