Performance appraisal phrases examples

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I. Contents of getting performance appraisal phrases examples

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Annual performance evaluations are an opportunity for you as a business owner to continue
developing your employees' careers. Through interactive conversation, you can determine what
each employee considers important during the evaluation process. However, when it comes time
for you to convey your feelings and opinions, it is helpful to have on hand some phrasing
examples for performance evaluations that you can refer to.
Workplace Cooperation
A common business cliche that people use to refer to workplace cooperation is the term
"employee works well with others." However, that vague phrase is not going to help the
employee to understand her strengths and weaknesses when it comes to employee interaction.
Phrases such as "employee is a valuable resource to co-workers for equipment operation
information," "employee is proficient in several job duties within the division" and "employee is
a reliable attendee of all company safety meetings" can be customized to present a more
comprehensive view of how the employee is an asset in the workplace.
Job Duties
Part of a performance evaluation is the creation of a developmental plan to help the employee
improve his skill set. Phrases that help to establish an understanding of how the employee
currently executes his duties include "employee works to create efficient ways of executing job
duties," "employee has a strong understanding of job duties" and "employee has displayed the
aptitude necessary to take on more advanced tasks."

Customer Service
An employee who has any contact with customers needs to be appraised on her customer service
skills. Phrases such as "employee needs to listen better to employee questions," "employee has
an excellent ability to solve customer issues" and "employee needs a better understanding of
company policies regarding customer service" can give the employee a good idea of where her
customer service strengths and weaknesses are.
Response to Management
For an employee to benefit from an appraisal, he needs to be responsive to management's
requests and instructions. During the evaluation, the manager needs to include a discussion on
how the employee accepts and processes management input. Phrases such as "employee
responds well to managerial suggestions," "employee requires more attention to management
requests in order to improve" and "employee is unresponsive to management's suggestions for
career development" will help the employee understand the effect his attitude toward
management is having on his career development.
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III. Performance appraisal methods

1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors

determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.

3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases

4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of

employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

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