10 simple steps to writing employee evaluation phrases and comments for job performance reviews quickly. Save time with free examples, verbiage and ideas.
Most of us complicate employee reviews. We want employees to know we appreciate their hard work, help with motivation, and want them to get some useful feedback on how they can continue to grow.
The two most common mistakes in review
1) Not being specific enough - a review of 95% "meets requirements" or average marks usually points to a reviewer that didn't pay close enough attention throughout the review period to support marks requiring improvement or exceeding requirement.
2) Being overly detailed - when the comments become half to full pages for one section of a review to explain the marks, you're treading on being overly detailed. You just need 1-3 of the most relevant examples to support employee evaluation phrases on why something exceeded requirements or requires improvement.
The way to navigate through these hurdles is to ensure you have enough relevant, specific information after measuring performance to cite as you write the review.
Reviews are extremely important in any organization. Aside from
providing valuable feedback to employees and encouraging
feedback through their comments, reviews lay the groundwork for several situations:
1) Promotions or raises
2) Motivate B players to A player status
3) Document incompetence or inferior performance for future dismissal
4) Document skill set and progress of all personnel for possible transfer to other divisions
Before you write the review make sure the form you're using focuses on the core competencies of the position. If it doesn't apply to their performance in the position, it doesn't belong on their review.
possible, use measurable data as support for why they ranked as you've
marked them in specific areas when writing employee evaluation phrases.
Use SMART goals to evaluate their performance. SMART stands for Specific, Measurable, Action-oriented, Realistic and Time-based. These are usually listed at the end of a performance review and are measurable goals with specific dates they need to be accomplished. For more information, read this article I wrote on SMART goals.
Some insurance companies require their adjusters to only "write what you see" when writing repair estimates for damaged vehicles.
They are not allowed to "assume" a fan housing attached to a radiator is damaged, even when the radiator is obviously smashed in such a way the other part couldn't possibly be in tact.
They can only write an estimate for
repairing or replacing something they can see, so the shop has
to rewrite the estimate when they tear it apart.
In other words, don't document motives.
You don't know what someone is thinking, you only know what they say or do. You don't know WHY they did something, only that they did it for the purposes of writing employee evaluation phrases.
Keep emotion out of
reviews; I have to admit this is hard when you have an employee who is
struggling or whose behavior is wreaking havoc on the rest of your team.
Keeping emotion out of employee performance appraisals will keep you out of court (for biased reviews anyway)! If someone has a bad attitude, don't use the words "bad attitude," but instead cite specific examples of "inappropriate behavior" like:
One way to make sure you're delivering a balanced review is to use the
popular sandwich method. More specifically, sandwiching constructive
criticism or areas needing improvement between praise or acknowledgement
of things well done.
Start the comments for each section with praise for good work they've done then add in things they need to work on then end each section on a positive note with other things they did well.
Starting off with bad news sets the tone for the rest of that section. You can usually think of one example of something they did well even in areas they perform poorly in most of the time.
Using this approach forces you to balance your commentary with both good and bad feedback which is always a more meaningful review than simply stating "meets expectations in this area."
Each of the example evaluation phrases and comments should be supported
by a specific example from your employee's performance whenever
All of these employee evaluation phrases could be followed up with, "as evidenced by" and a specific example of something they did that demonstrates that skill or lack thereof.
I give examples of positives below, you can flip these by rewording the first word into a negative; i.e.,Able to unable, clearly to does not clearly, consistently to inconsistently... you get the drift.
Able to make unpopular decisions when necessary
Clearly communicates reasons for decisions made
Consistently comes up with innovative solutions to challenges
Confidently makes critical decisions
Problem Solving Skills
Able to deal with multiple problems concurrently
Takes proactive action to prevent problems from occurring
Works well with other divisions and individuals to solve problems
Readily accepts more responsibility in problem-solving
Seeks alternative solutions as appropriate
Able to lead and set a good example
Inspires others with consistent leadership, even in challenging circumstances
Is recognized by peers as a capable leader
Displays appropriate self-confidence
Builds high morale amongst staff
Communicates ideas, information and instructions clearly
Communicates results of meetings to supervisors concisely
Conveys positive image of the company to customers
Listens well to the suggestions and ideas of others
Communicates valuable insights during meetings
Consistently meets or stays below budgetary goals
Finds way to reduce costs consistently
Requires justification for cost increases
Negotiated new contracted that saved the company money
Keeps the bottom line in mind
Able to manage multiple projects
Focuses on highest priority tasks while still progressing on other assignments
Consistently meets deadlines
Works with supervisor to eliminate non-essential tasks
Prioritizes tasks well
Time Management at Work