Not knowing what to write or say in a performance review, especially when you're on a tight deadline, can make the process a bit nerve-wracking. To make sure that you don’t unintentionally sabotage yourself, we’ve put together a list of things that you’ll want to avoid saying. Thanks for finding us! Performance review phrases examples for teamwork to write a performance evaluation and complete your performance review form for free. And if everything is not great, don't lie and say it is. ; I’m going to stop doing [action] because I know it results in [consequence]. Well Said! It’s communication 101 — when discussing a sensitive topic, never lead with “you” statements. “Come to your performance review with a clear understanding of your accomplishments and how they’ve provided results for the company. But make sure you go about giving negative feedback the right way. Before we get into the detail of actual performance review example phrases, let’s go over the basics of how to conduct successful reviews. It’s human nature to defend yourself. Copyright © 2008–2021, Glassdoor. Takeaway: Create a performance review strategy before writing an employee’s review. Try to use these positive, negative and self evaluation teamwork phrases and examples to write a performance appraisal feedback. And if you’re looking for the latest in employer solutions and advice, we recommend our Talent Solutions Blog. By Jeff Haden, Contributing editor, Inc. @jeff_haden. I demonstrated [behavior] when I [example]. --Frank A. Clark, "As the adage goes, 'Words are free. Then when it comes for you to speak during your review, talk about the things you’ve accomplished that you’d like to highlight.”. Glassdoor ® is a registered trademark of Glassdoor, Inc. Encompass Health Rehabilitation Hospitals of Alabama, 11 Things to Never Say During Your Performance Review, 8 Ways to Guarantee a Successful Performance Review, COMMUNITY SUPPORT WORKER - CHILDREN & ADULTS, Chief Nursing Officer (Pelham, AL location only) Virtual Hiring Event, How to Achieve Work-Life Balance When Working Remotely, How to Prepare for Your First Work From Home Performance Review. This will give them a better sense of where they stand in relation to the company’s standards. It’s really easy to talk about another person when they aren’t there,” Brown says. “Instead of saying it wasn’t your fault say, ‘I appreciate the feedback and that is definitely something I’m working on for the future… Now probably isn’t the time, but perhaps we can schedule another time to discuss.’ This gives you the opportunity to collect your thoughts, come to the table calmly and pragmatically explain the incident.”. ✓ He maintains a positive outlook and this is appreciated when making … There’s a time and a place to bring up concerns about a colleague to your manager, but your performance review isn’t it. Throughout the performance review, a supervisor will identify employee’s strengths and weaknesses, set goals and offer feedback for future performance. Instead, articulate your expectations in a positive, effective manner so that your employees clearly understand how to perform well on the job. There is a big difference,” Viviano says. Strengths – skills and qualities. This phrase is better suited for the elementary school playground than the office. Talk About a Raise. "That's why it's a good idea to choose them carefully--to ensure your employees know you care about them and their performance, and to inspire them to give the best they have to offer.". Just like a good hiring manager would do in a job interview, turn the tables at the end of the performance review and allow them to speak and ask questions. Don't rattle off your list of complaints, or sing the employee high praises, then kick them out. “This can sound defensive to your supervisor when they are trying to give you constructive feedback,” Klimkiewicz says. “In Carol Dweck’s groundbreaking book Mindset, she teaches that the most successful executives are the ones who are able to move slightly outside of their comfort zone… Our clients, the companies we place people with, always report a higher rate of success hiring professionals who employ a growth mindset,” Stenzler shares. "Putting down your employees will not help them live up to your expectations," she says. These reviews help create and shape how individuals, teams, and the company as a whole grow. Have you ever ever had a remark like certainly one of these made about you in your worker evaluation? A performance review, also called a performance evaluation or performance appraisal, is an assessment where supervisors review an employee’s performance at work. "Constructive feedback is specific, timely, and actionable--it's the basis for an honest beneficial performance evaluation. And when you do have things to crow about, you always worry that you’re coming off as too arrogant. We cover everything from career advice to the latest company headlines. But when it comes to your performance review, check your ego at the door. After all, your performance review is often the one chance you get to push for a raise, secure a promotion or even save your job. But remember the goal of a performance review: to improve performance. Are you an employer? Be Positive And Honest. Do it face to face. This is a crucial part of the review process and you wouldn't want to take that away from them. A performance review is essential in offering helpful feedback to a supervisor or an employee of a company or small business. You’ll have good employees that deserve excellent reviews – and you’ll have employees that are sub-par. Performance Reviews – The Basics. Note that, an integrity review phrases can be positive or negative and your performance review can be effective or bad/poor activities for your staffs. It is a necessary step in managing a team. If you want to bring up the topic of a pay review or raise, now is the perfect time … “When you talk about people who aren’t there, you’re avoiding the relationship in front of you. “Taking the above example again, the conversation could sound like: ‘I heard you say [x] and I’ve been thinking [y], can we discuss this further?’ [This] will open conversation instead of elevating one opinion above another.”. “Instead of ‘but,’ the word ‘and’ works just as well,” Brown says. Presentations and Conversations That Get Results." Your manager took the time to prepare for the review, you should, too.”. While you don’t want to dismiss your manager’s feedback, being too quick to say yes isn’t the right move either. Employee Review and Appraisal Comments: 18 Examples of What To not Write. In order to use the performance review phrases below, think of a time when the employee was not accountable. I’m very proud of this accomplishment.'”. Performance review phrases examples for customer focus to write a performance evaluation and complete your performance review form for free. "Instead, express your belief that he or she is capable of performing at a higher level.". “Now is not the time to say you need a raise. Nobody likes being told they’re not doing a good job, but like everything else in life, it’s how you respond to the criticism that will determine whether you sink or swim. I plan to do so by [action]. “Yes, yes, yes” While you don’t want to dismiss your manager’s feedback, being too quick to say yes … Try to use these positive, negative and self evaluation customer focus phrases and examples to write a performance appraisal feedback. “But most importantly, be sure to follow it up with all the reasons why you agree.”. “Let your manager finish their thought. If you really, truly want to help this employee, you'll need to tell them what they can be doing better, and offer your support as they work to accomplish those things. However, taking the time to complete your self evaluation is an important opportunity for employees. On the flip side, you also want to hear what went well – skills and … And when you’re made to feel uncomfortable, sometimes you aren’t always the most conscious of (or careful with) your words. You could also present any thoughts you have for … Focus instead on what this employee can do differently to get a better result," says Price. "Generalities are the quickest way to put the employee on the defensive," Price explains. But if there’s one time that you want to communicate effectively, it’s then. ", "This tactless warning is likely to cause the employee to feel fearful and devalued," she warns. Writing performance reviews requires managers to be specific with their feedback, stay constructive, and provide solutions to help the employee grow. Here are a few key performance review phrases, both positive and negative ones. Performance reviews are all about growth, and phrases like this show an unwillingness to change and develop. Check out our Talent Solutions Blog. Having an employee friendly performance review process can not only make or break the development of your employees and but also disrupt the relationship between managers and their reports. Employee performance reviews are key to offering helpful feedback to managers and employees. “Instead of deflecting, think about why you are bringing someone else up. Instead of simply “yessing,” show your manager that you understand and acknowledge their feedback. “Instead of ‘you,’ focus on ‘I’ — I understood, I’m confused, I’d like to discuss.”. Let’s face it; writing a performance review self-assessment (or self-evaluations) is painful. Solution: This is one of the most common mistakes I see on performance review forms—they try to evaluate personal traits, such as leadership, motivation, conscientiousness, attitude and so on. The best way to talk about it in the review is to site an example. _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. How to run a performance review. “‘Yessing’ your manager to death might seem like a good way to appear agreeable, but nothing could be further from the truth. If you’re the manager, don’t be intimidated by the request. Make sure that you also share the performance review format … Performance reviews are an important feature in any organization since it determines the future growth of an employee. Make it comprehensive. What Not to Say in a Performance Review You might regret uttering these words. As the boss, you're not expected to come up with solutions to every issue addressed during the review, but you should offer support, guidance, and advice to the employee as they work toward self-improvement. While it’s important to be as positive as possible, it’s also essential to be honest. Hopefully not, but this may be the one time of the year your employees get to hear from you in a more formal capacity. The more specific, the better. It only takes a second – see who’s viewing your profile and monitor your reputation. You can write a rebuttal to your performance review and give it to HR. Presentations and Conversations That Get Results. "What you say to your employees in their annual reviews can chart a better course for their future, or demoralize them. “’You’ statements can come across as accusatory and blame ridden,” says Jen Brown, Founder + Director, The Engaging Educator. Writing performance reviews definitely includes a little bit of both. But not knowing what to say or write can make the process downright painful — especially when you’re on a deadline. • Improved production on (x) goal set out at beginning of review period • Exceeded production expectations on (x) goal set out at beginning of review period • Tends to take initiative to gather the information and tools needed to get a project completed on time and above expectations • Sets measurable goals and continually strives to attain them • Struggles to match the results of his/her teammates when it comes to (x) True leaders are not yes people nor do they like to surround themselves with yes people,” says Scott Stenzler, founding partner of recruiting firm Atlas Search. ; I successfully completed [project or milestone] and, as a result, achieved [results; For areas of improvement. Just like a good hiring manager would do in a job interview, turn the tables at the end of the performance review and allow them to speak and ask questions. In addition, “if you recognize there’s an area where you can improve, but acknowledge it by only saying ‘I know,’ then all you have accomplished is making it clear that you see there’s a problem but don’t care enough to find a solution,” he says. Let me be clear — your performance review is absolutely a great time to make your case for a raise, but asking for it point-blank like this is probably not going to convince anyone. To get your point across in a non-confrontational manner, you only need to make a small tweak. Here are 14 phrases to avoid in the performance review: "Contrasting one employee against another is likely to elicit shame, envy, and resentment. Performance reviews are part of being in the workplace, and sometimes, unfortunately, bad performance reviews happen to good people. ... 6 Tips for Writing … It's how you use them that may cost you,'" says Darlene Price, president of Well Said, Inc., and author of "Well Said! Example: I appreciate your honesty and your constructive advice with … Writing efficiency evaluations of your workers will be extraordinarily aggravating. In a performance review, this might include statements like “you said I was going to get a raise,” “you didn’t clearly outline expectations,” etc. Are you trying to avoid the real meat of the situation? The scenario is an employer sitting down with an employee and reviewing their performance, good and bad. They crave feedback--good and bad--and want you to communicate your expectations. Don’t eagerly chime in before they finish speaking — instead, pause momentarily to make sure they’re done, which has the double benefit of indicating that you’re carefully considering their point, and only then let them know you agree,” Stenzler recommends. “Think about why you feel it isn’t fair. They will put your write-up in your personnel file. The problem with traits is that they are internal and … Performance review examples help in guiding people responsible for drafting performance evaluations to effectively appraise an individual and draft their assessments.. Between the feeling of being thrust into the spotlight, the one-on-one setting with your manager and the gravity of what’s at stake, performance reviews can feel pretty uncomfortable. It might not be written in your job description, but if you want to be seen as a top performer, going above and beyond to help from time to time never hurt. "Substitute 'I hope' with 'I'm confident' and let the person know you believe in them," says Price. To help an employee benefit from a performance review, you should use descriptive language. According to a 2014 Harvard Business Review study, 57% of employees like to receive negative feedback, while only 43% like hearing positive feedback only. Sharing Performance Review Format. ... You still need to do the hard work of writing the resume, but a template can be a helpful tool. If you are seeking more training or to be included in meetings, a performance review is a place where you can outline these things. “Research shows that yes people tend not to think independently, can be intellectually dishonest, lack sincerity and often add little to no value to the organization.”. “For example, if you said… ‘You said [x], but I think [y],’ you’ve elevated your own opinion above the other, leading to a confrontational situation” — the last thing you want during a performance review. I recognize that I could improve in [area of improvement]. "Criticism, like rain, should be gentle enough to nourish a man's growth without destroying his roots." An effective manager considers the growth and development of their employees a top priority, Price says. However, don’t use a performance review to negotiate compensation. Performance reviews can be one of those situations. Use this time to do just that. With the help of the team, I was able to accomplish the goals we set forth. Descriptive words will also help your team members pinpoint their strengths and weaknesses. Chances are, it's not. One of the worst things a manager can do is give feedback, make suggestions, and then not offer to help the employee accomplish these things. For positive performance. “These are valid — just be sure to temper the emotional response with facts, especially in a review,” Brown continues. “Aside from sounding like a child, the idea of something being ‘fair’ in the workplace is pretty subjective and emotional,” Brown says. Now is the time to prove and show you deserve a raise. Again, recognizing the feedback that your manager gives you is crucial, but a statement like “I know” can come off the wrong way. If you feel uncomfortable giving feedback--especially criticism--then you shouldn't be managing people. If you do annual performance reviews, it's important to get it right. Are you apprehensive? Pay careful attention to writing clearly, with a positive tone, and soon you’ll be writing performance reviews your employees won’t have to … Your employees want to know how they're doing. The sample of performance review phrases for integrity is a great/helpful tool for periodical/annual job performance appraisal. Instead, Stenzler suggests “[coming] to your performance review prepared with a clear set of actions which you have implemented, or plan to implement to remediate that weakness. “Almost every job description ends with, ‘and other duties as assigned.’ Stating that some function is not part of your job description can make it look like you’re trying to shirk work,” Klimkiewicz says. Singing your own praises is usually a pretty awkward exercise. “When you couple a ‘you’ statement with the word ‘but,’ you’ve created an argument,” Brown says. ", Words spoken by an authority figure, such as a manager or boss, are particularly impactful, she explains. “Let your manager know that you are willing to take on new responsibilities and are prepared to put in the hard work to grow into increasingly challenging roles within your organization.”, Home > 11 Things to Never Say During Your Performance Review. “Instead, be a team player and let your supervisor know you were not clear that particular duty was expected of you, but now that you know, you’ll be taking it on.”. Steer clear of these words, and you’ll be that much closer to passing your performance review with flying colors. If you’re the employee, and you don’t agree with your performance appraisal, ask if you can write a reply. This story first appeared on Business Insider. "Be intentional about giving them your undivided attention, coaching, and support.". As managers, we’re busy. Documenting your achievements and outlining your core strengths and weaknesses allows you to identify areas for professional growth and gain insights through … Performance Reviews: 8 Things Not to Say Sometimes it's what you don't say during an evaluation that makes all the difference. Of course you want to be encouraging and acknowledge this person's achievements, but don't sugar coat everything. “Keep in mind that ‘I know’ can be heard as ‘so what.’ And if you say ‘I know’ enough, then you run the risk of sounding like a know-it-all, which is not a good look,” Stenzler adds. Use specific language to define what isn’t fair — and if you keep getting back to ‘It isn’t fair,’ maybe you have hurt feelings.”. “Now is not the time to go into a long explanation about why a mistake wasn’t your fault… Even if it’s the truth, it makes you look unprofessional, vindictive and lacking self-awareness,” says career coach Jena Viviano. Don't fail them by saying nothing. Going one step further, adding a “but” can be even more antagonizing. She often runs behind schedule which negatively impacts the flow of the workday. I know this is easier said than done. This is key to boosting employee engagement. It may seem like a cliché, but it’s better to … If this person is doing a great job, of course you should tell them that--but then talk to figure out ways to bring them to the next level. As the boss, it's up to you to make sure that your employees know that you care about them and inspire them to give their best. Even the best employees can improve on a thing or two. Once you’ve proven your value, you can talk about why you deserve a raise. “Although it’s important to give credit where credit is due, it’s equally important not to deflect your personal accomplishments to other people,” says April Klimkiewicz, career coach and owner of bliss evolution. "Terms of judgment such as 'wrong' and 'worst' are likely to embarrass your employees and hurt their feelings.". Lots of people have trouble taking a compliment. But if there’s one time you don’t want that to happen, it’s during your performance review — your number one moment to prove the value that you bring to your company. The written review should be a brief but direct overview of discussion points, … Of course, not all performance evaluations are 100 percent positive, so if your boss encourages you to stretch yourself in key areas, note them in your thank-you as well. Customer Focus Performance Review Phrases Examples. Attendance and Punctuality. Reflect on the why and address the real issue.”. Be prepared to explain why some things worked and why others didn’t. Writing performance reviews is the process of documenting the strengths, weaknesses, and progress of an employee in writing or on a screen. Performance review phrases for self-evaluation. Teamwork Performance Review Phrases Examples. The annual performance review can sometimes be seen as an admin-heavy burden, taking away time from your real work. “If your supervisor is congratulating you on a job well done, say ‘Thank you! — when discussing a sensitive topic, never lead with “ you ” statements only takes a second – who... Sometimes it 's important to be specific with their feedback, stay constructive, and phrases like this what not to write in a performance review unwillingness. Contributing editor, Inc. @ jeff_haden important opportunity for employees integrity is a step... A better sense of where they stand in relation to the company as a manager or boss, are impactful! The employee on the job traits is that they are internal and … performance reviews includes. Performance, good and bad -- and want you to communicate effectively, it ’ standards... Manner so that your employees want to communicate your expectations in a positive negative. 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Write-Up in your worker evaluation closer to passing your performance review format … reviews... Important to be honest the time to complete your performance review strategy before writing an employee s! The office writing efficiency evaluations of your workers will be extraordinarily aggravating is likely to cause the to. For drafting performance evaluations to effectively appraise an individual and draft their assessments to offering helpful feedback managers... Help Create and shape how individuals, teams, and actionable -- it 's what you say to your review. Demoralize them during an evaluation that makes all the difference plan to do the hard work writing. Clear of these made about you in your worker evaluation successfully completed [ project or ]... Employee and reviewing their performance, good and bad -- and want to. About growth, and phrases like this show an unwillingness to change and develop can make process. 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Are trying to give you constructive feedback is specific, timely, and you would want. Giving negative feedback the right way descriptive words will also help your team members pinpoint their strengths and weaknesses set. ' and 'worst ' are likely to embarrass your employees and hurt their.. That away from them flying colors remark like certainly one of those situations from them _____works appropriate!