Let’s quickly walk through the top 150+ performance review phrases that you can use for performance management and feedback for your employees. For instance, instead of commentating ‘You are not serious about your work’ use statements like ‘Your performance in the last quarter indicates a lack of taking ownership’ They should focus on the behavior or attribute you wish to talk about and not the person specifically. Try to not get personalįinally, ensure that the performance review phrases you use do not come across as a personal attack on your employees. X did not meet sales targets in the first quarter’ when you are sitting in the last quarter will not yield much impact. The sooner you share the review, the more relevant it will be.įor instance, saying, ‘Mr. Next, if you are providing review or feedback for areas of improvement, try to make it as soon as possible, once you identify the challenge. It may seem a good way to avoid confrontation, but you will end up not yielding any impact.įor instance, instead of saying, ‘You did not perform well’, use statements like ‘Your performance in the last project was not upto the mark due to several missed deadlines’ 2. Be specificĭon’t throw random generic statements when you want to speak of areas of improvement. Fortunately, the following tips can help you be well prepared for it. However, delivering reviews on the latter can be overwhelming. Rather, there will be multiple instances when you will have to talk about the areas of improvement for your employees if you really want to see them grow. Not all instances where you will use performance review phrases will be completely positive in nature. How to provide reviews on areas of improvements G has been outperforming his targets for the last 3 months.’ will downplay the impact because the employee will get a sense of your uncertainty and may not take the feedback very seriouslyĪvoid using phrases like ‘I think Mr. Being uncertainįinally, be very firm and sure of the performance review phrases you use. L is the worst person on the team, she can never get anything right.’ 5. It is best to negate statements like, ‘Ms. Ensure that your statements have a constructive tone to them. Using statements that humiliate or look down upon the employees defeats the purpose. The intent of using performance review phrases is to ensure that you are able to communicate your feedback in the most meaningful manner Even if you want to show incidence of more than one time, use terms like seldom/frequently.įor instance, avoid phrases like, ‘Mr. Put simply, you should stay away from comments that include the terms Always/Never. On whichever side of the spectrum your performance review falls, ensure that your phrases are not absolute. P was able to close 10 deals in 6 months, however, you closed only 6.’ 3. You need to ensure that your performance review phrases do not hint on any level of comparison between two employees.Īvoid statements like, ‘Ms. A doesn’t shy away from asking questions in case he has doubts about the conversation.’ 2. You should rather use phrases that add value to the statement like ‘Mr. Steer away from using cliched review phrases which don’t have any substance or communicate impact like ‘Mr. To ensure high levels of effectiveness, you should avoid: 1. Often, using such phrases will dilute the impact of your conversation. While the intent of employee review phrases is to provide appropriate feedback to the employees, there are certain practices and comments that you should avoid. Which performance review phrases should you avoid
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