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Performance appraisal comments examples

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I. Contents of getting performance appraisal comments


examples
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Performance appraisal time is often very stress filled. It seems like the deadlines are always
looming, that human resources picks the worst possible time to have performance evaluations,
and that you just cant seem to find the right words for each employees performance review.
Finding the right phrases to describe every employee in every performance appraisal category is
also a big challenge to tackle. Fortunately, you dont have to do it alone, we can help! These
performance review sample phrases illustrate how you can say the same thing in multiple ways,
always finding the right phrases to describe your staff.
Words that Work: Great Performance Review Examples
For many managers, there are no more stressful time of year than annual review time. Beyond
the paperwork and meetings, the art of providing performance review comments can be
particularly tricky. If you come off as too negative, you may lose a chance to create a positive
work relationship with your employee. Not honest enough in your feedback? Then you may
miss out on a much needed coaching opportunity.

The best type of performance management relies heavily on the type of constructive criticism
you provide your staff. So if you are stuck on how to make this time count, we have some great
tips on how to ace your next review.
Getting Started
One of toughest tasks in the performance evaluation process is just getting started. Its not
uncommon to feel overwhelmed with the responsibility of creating a document that could have
lasting effects on your team.
Trust us youre not alone. In fact, although virtually every business uses some type of review
process, very few managers are trained to conduct reviews effectively. The good news, however,
is there is a few simple rules that you can use to write the next great employee evaluation.
o

Make sure your statements are fact-based supported by documented incidents

Dont make it personal. Make sure your statements are performance and not personality
based.

Opt for language that conveys measurement-oriented evaluations.

Be sure to make multiple drafts before settling on a final one to present.

o
Look for other employee evaluation examples that you find well-written for inspiration
Performance Appraisal Phrases
An essential part of employee feedback is choosing your words carefully for maximum impact.
As the boss, you are given the task of shaping your workers development so that they can grow
with your organization. This means that you must often work to offer performance review
phrases to ensure that they meet the positions guidelines as well as provide praise and
encouragement.
In terms of drafting a potentially critical evaluation, try to use words that convey your
understanding of their work performance and your concern for them. This method should extend
to offering praise-being sure to reinforce aspects of their routine youd like them to continue.

Ultimately, the evaluation becomes most effective when it can be use a tool to retain great
employees when retraining problem ones. If you are confused about how to achieve this, here
are some key expressions that you should consider utilizing in your next employee appraisal.
All of these performance review examples come from our ebook, 1,135 Phrases for Effective
Performance Reviews. The comprehensive book offers words that work for every type of
evaluation in an easy-to-understand format. Youll find 1,135 performance review examples in
23 categories with examples in both positive and negative performance review phrases. If youre
looking for a more complete performance review phrase generation solution, look at
our Professional or Standardproducts. Each offers the FASTEST way to finish your employee
evaluations. Just enter a name, gender, and rating for up to 30 categories. Try out the demo
performance review paragraph tool.

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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.

III. Other topics related to Performance appraisal comments


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