- Why performance reviews are important
- The qualities of effective performance review comments
- Examples of employee evaluation comments
No matter what business you’re in, employees need constructive criticism to know they’re working efficiently. The quality of your performance review process could help you get the best out of your staff and improve employee retention, or it could hinder your workers from reaching their potential. Reviews communicate your business’s needs and help workers set goals to make measurable improvements.
Performance management is vital because it gives you a feel for the contributions your employees are making. Evaluating everyone’s efficiency, either face-to-face or in writing, can give you clues as to what’s working and what’s not. It also helps stakeholders improve operational deficiencies.
Great performance reviews increase employee engagement. In this article, we’ll go over why performance reviews are significant and what you should consider when conducting them. We’ll also give you a few examples of performance review phrases that you can use.
While giving an employee a letter grade (A, B, C, D, or F) can help them see what they’re doing wrong or right, it doesn’t give them specific guidance on how they can improve. Personalized comments are more beneficial because they give your staff insight into precise actions they can take to do their jobs better. The more specific your comments are, the better your results will be.
For example, if you’re a project manager for a software company and you give one of your programmers a “C” grade for their dependability, you’re telling them they have displayed an average level of competence. Comments like the ones below can offer more targeted advice:
The programmer now knows that you appreciate their punctuality and attendance, but they also know exactly what to work on. Going forward, they’ll make a greater effort to meet deadlines and put more thought into deciding how long specific tasks will take to complete.
The best performance reviews are personally tailored. If you’re evaluating a worker’s performance, it’s only fair that you have examples to back up your assessments. Individualized comments help employees see exactly how their work is being perceived. Keep detailed records of performance and behavior throughout the year. Here are some examples of things you might want to keep track of:
You might not want to wait until the end of the year to have employee reviews. They can be more productive if you hold them quarterly, or even at the end of each project. Narrowing the scope of your review lets you see how employees respond to your directions.
If you wait until the end of the year, you run the risk of overloading your staff rather than giving them a small, manageable list of things to focus on. Don’t let your employees make the same mistakes throughout the year — help them get better throughout it.
Before you start a performance evaluation, you’ll need a list of key performance indicators (KPIs) by which to judge performance. You’ll use this list to structure your review. All of your performance comments should be related to one of your KPIs, like communication, teamwork, or problem-solving.
In the next few sections, we’ll go over several effective performance review comments you can use for workplace KPIs. Constructive feedback (both positive and negative) can be crucial in helping an employee maintain their performance in areas they excel and adjust their performance in areas they need to improve.
Even leaders need direction. A mid-level manager or supervisor should have the ability to get the most out of the members of their team and guide them to success. Leaders must possess management skills like focus, vision, and decisiveness to keep a project moving forward.
Different jobs require varying degrees of attendance and punctuality. Sometimes, poor attendance can cause problems within an organization. An employee who has trouble showing up on time can miss out on or interrupt meetings, miss important office updates, and be unavailable to meet client needs. If the behavior goes unnoticed, it can encourage other employees to be late or absent, as well.
Collaboration is an essential part of many productive work environments. By working together, teams can accomplish far more than most individuals. While many employees are great team players, some find it difficult to collaborate with others.
Clear communication within a workplace allows employees to move projects through the stages of development quickly and efficiently. Organizations that don’t communicate effectively lose valuable time clarifying information and correcting errors.
If you work in a high-pressure environment, it may seem like there’s never enough time to get everything done. Employees need to be able to prioritize their time constructively to make sure important tasks and projects get completed.
An employee who can come up with creative ideas and solutions to problems in the workplace is valuable. Workers with strong problem-solving skills are resilient and innovative. They can turn a business’s biggest challenges into strengths.
Performance appraisals can be nerve-wracking, even when you’re the one giving the reviews. Unfortunately, they’re a necessary part of maximizing a company’s efficiency. By being proactive and planning each review, you deliver the maximum benefit to your employees and your business as a whole.
Whether you’re a job seeker looking for your next opportunity or a company seeking the right fit for your organization, Joblist offers curated jobs based on a wide range of skills and competencies. We’re also great at connecting employers with the best talent. Take a look at our quiz page to see what we can do for you.