![]() builds strong relationships with coworkers/leaders/clients by.effectively communicates upward, downward, and laterally.regularly examines the effectiveness of their work and looks for opportunities to improve processes.keeps communications and documents organized to reduce duplication.Consider including these phrases as part of your evaluation template: When starting a performance conversation, it’s helpful to have an outline of go-to performance review phrases you can tailor to each employee. “You rarely offer concrete solutions that will help the team execute a project.”.“You aren’t very considerate of others’ opinions and ideas.”.“You perform well working solo, but you seem to struggle working with others.”.“You’re a reliable team member and coworkers know they can count on you to get the job done.”.“Your coworkers appreciate you and respect you.”.“You need improvement on replying to emails more promptly.”.“Your communication is often unclear or inconsistent, which leads to confusion and misalignment.”.“Your direct and impersonal communication style isn’t effective at motivating your team members.”.“Your peers appreciate your willingness to listen to others.”.“You communicate directions and expectations effectively.”.“You’re a strong communicator and express your thoughts and ideas clearly and respectfully.”.“You tend to be risk-averse and take traditional approaches to solving problems.”.“You seem to avoid projects that require creative problem-solving.”.“You often find new or creative solutions to problems.”.“You excel at thinking outside the box.”.“Your creative skills are an asset to the team.”.Here are a few examples of comments you can use in your next one-on-one conversation: This is especially important when you’re offering criticism because you don’t want to phrase feedback in a way that demotivates, shames, or compares employees. Performance review comments help you recognize employee achievements, strengths, and contributions and, when needed, shed light on areas where they need to improve. It’s also helpful to have specific performance review comments in your back pocket to provide constructive feedback. Use these examples to model constructive criticism and concrete points versus ax-grinding criticism and vague observations. You want your employees to leave the meeting feeling empowered and motivated-not deflated and disengaged. So what should you say in a performance review? How you communicate can make or break your one-on-one conversations. So how do you make sure you’re communicating effectively-especially if there’s constructive criticism to deliver?īelow we’ll outline exactly what to say in a performance review-including performance review comments, phrases, and questions-so you can approach these conversations with confidence. ![]() In other words, performance reviews matter. ![]() When done well, performance reviews help employees and leaders align on goals and expectations and provide the sounding board and support system employees need to succeed. The purpose of performance reviews is to communicate with employees on what is going well, how they can improve, and how managers can better support their growth and performance. 1-on-1s Increase clarity and communication.Succession Planning Capture and develop successors.Talent Reviews Make strategic talent decisions.Uncover engagement obstacles and opportunities
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