You have a lot to offer, and I’d love to see you stretch yourself and take on some of these new responsibilities and challenges.” “You’re very skilled in what you do, but I’ve noticed you haven’t joined any of the new projects our team has taken on. Why do you think that is? What training or resources can we get you to help with that?” “Your customer satisfaction reviews are always really high on the phone, but they aren’t as great after you meet with a client in person. You’re a very capable employee, and I hate to see you lose your confidence in those times. “You do excellent work, and I think you’d do even better if you didn’t let the pressure get the better of you in stressful situations. “I want our team to be known for respecting others, and when you arrive late to meetings, it’s disrespectful.” Here are some phrases you can use when you find yourself in this situation: While you should always tell your employees something positive during their performance review, often you’ll need to address some weak spots during these meetings or on official reports as well. These periods are typically six months apart but can also be quarterly, monthly, or even more frequent.Įxamples of Negative Performance Review Phrases Performance evaluations are conducted on a regular basis that’s determined by the organization or team. Performance reviews are also an opportunity to give employees promotions or raises. Whether the employee met these goals and objectives can be assessed during the next performance appraisal. Employees and supervisors will often agree to an improvement plan to address weaknesses. The worker develops skills to create value for the business while adding something to their resume.įuture goals. This is a great way to align the interests of the company with the employee’s. Managers may suggest career development resources or certification programs that fit the employee’s situation. If a particular weakness was identified in a previous performance review, supervisors should comment on whether the employee has taken the necessary actions to fix it. This is an opportunity to define performance expectations clearly.Įmployee progress. Employees are made aware of the areas in which they excel or underperform. The main topics that are commonly discussed during the appraisal process are: Performance reviews are evaluations where supervisors appraise an employee’s performance at work. Give your employees plenty of notice about their performance review and then prepare for it by looking at their job description and KPIs and making a rubric based on those. It’s a good idea to discuss employees’ productivity and work quality as well as their soft skills such cooperation, accountability, and communication.
Performance reviews are a good opportunity to talk about employees’ strengths, weaknesess, and growth, as well as to discuss training opportunities, goals, and any pay adjustments. To help with this, in this article you’ll find some ideas for topics to discuss and examples of phrases you can use in your next performance reviews.
#SAMPLE MANAGER COMMENTS ON EMPLOYEE APPRAISAL HOW TO#
However, it can be difficult to know what to talk about and how to talk about it as a boss. Performance reviews are an effective way to recognize employees’ good work and address any weaknesses they may have.
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