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Leadership Competent leader, Motivates employees, Challenges and rewards performance, Effectively communicates to staff business philosophy, Operational

plans are consistent with company vision, Effective decision maker. Communications Effective communicator, Creates an atmosphere of open communication, Establishes clear goals, Clearly outlines employees' job descriptions, Clearly outlines expected results, Provides necessary feedback for optimal staff performance. Staff Management Skills Maintains harmony in the workplace, Encourages teamwork, Necessary corrective action implemented in a fair and unbiased manner, Consistent in applying personnel decisions, Evokes trust in staff, Assists in resolving conflicts, Involves others in establishing personal goals/company objectives, Effectively sets performance standards. Management Techniques Effectively delegates responsibilities, Provides training support where necessary, Encourages individual performance, Involves the staff with coming up with new ideas for increasing productivity, Assumes responsibility for staff, Organization objectives over personal ambition, Management efforts lead to effective employee performance, Works well under pressure, Involves staff in decision making, Effectively allocates resources, Delegates authority/responsibility, Treats staff fairy and objectively. Hiring/Staffing Effectively staffs the company, Makes good personnel decisions, Hires based on current and future needs, Uses workforce efficiently. Initiatives Leads in developing new techniques or procedures, Open to/Considers new ideas from staff, Effectively leads initiatives.

Replace Individual Words to Meet Your Situation Positive Effective, Strong, High Quality, Solid, Resilient, Persuasive, Compelling, Passionate, Dedicated, Excellent, Superior, First-Rate, Proficient, Expert, Skillful, Outstanding, Superb, Tremendous, Reliable, Trustworthy, Frequently, Often Adequate Sound, Satisfactory, Capable, Competent, Helpful, Beneficial, Useful, Fair, Moderate, Mediocre, Acceptable, Reasonable, Periodically Negative Lacking, Resists, Ineffective, Weak, Deficient, Wanting, Poor, Inadequate, Inferior, Unsatisfactory, Unacceptable, Substandard, Disappointing, Insufficient, Needs Improvement, Seldom,

be specific about the behavior and do not link the behavior or characteristic to the person's legally protected attributes. to the extent that co-workers need to communicate and get along with each other and the company's clients and customers and others doing business with the company enough to get the job done. Try to motivate in a positive manner. Examples are "Bill has completed (number) sales per month" or "The company has received (number) memos complimenting Bill on the excellent service he gives to his customers during the past year. Judgments like "Mark is an evil person" are not professional and should be avoided. this should be noticed by his employer and he should be given credit on the evaluation. and statistics that demonstrate his superior abilities. not personalities. using instead words like "consistently" or "rarely". For example. Broad Generalizations Avoid words like "always" and "never". To make such inferences is not only unfair and prejudiced. handicap. The only character traits that need to be mentioned are those which affect the employee's ability to do his work. sex. or consistently volunteers to help other employees when needed. give credit where credit is due and encourage the employee to keep up the good work. It is only secondarily a social environment. or use percentages and quantifiers. Instead of saying "John does a lousy job of cleaning the floors" this could be worded as "John needs to pay more attention to cleaning the floors thoroughly." If it seems that the employee "always" exhibits a particular behavior. instead of commenting that "George is a typical (whatever George is)" say that "George shows poor skill in managing his anger" or "George has a tendency to evade responsibility for his actions. a place where work is done to accomplish the goals of the company. instead of saying that "Mary always stays on break too long. derogatory remarks or name-calling. present them in a way which is honest but respectful and encourages improvement." In other words. For example.he choice of phrase used for performance reviews should reflect professionalism. Be pleasant but businesslike. such as "Mark's treatment of his fellow employees prevents them from being motivated to cooperate with him in his work" or "Mark's tendency to report facts inaccurately to his own benefit may potentially cause legal problems for his department. Personal Remarks Do not express personal like or dislikes. If Bill has a high accuracy rate in his financial reports. religion. Avoid sarcasm and fight the temptation to be cute and clever. but also is illegal and should be strictly avoided." . or in other ways consistently shows excellence in his work. For example. gender or sexual preference. instead of "Jack is always late for work" you can say that "Jack is tardy for 80 percent of his scheduled shifts." Give Recognition for Excellent Work If the employee is doing a good job." Discriminatory Remarks Do not use inferences to race. and stick to the subject. Mention any compliments or awards that Bill has received. The workplace is primarily that." you might say that "Mary consistently returns to work late from breaks. it would be more accurate to give a percentage of the time the employee actually does it out of the number of times he has an opportunity to do so. then be specific. but do an impersonal evaluation of the employee's performance and demonstrated ability to do the work assigned to him or her. If Mark's evil ways are affecting his job." Be Pleasant Don't use nasty. If the facts to be presented are negative in nature.