Evaluating Others: 40 Useful

Performance Feedback
Phrases
Evaluating Others: Use these sample phrases to craft meaningful
performance evaluations, drive change and motivate your workforce.
Evaluating others is the capacity to see the individuality in others and recognize a person's
unique point of view.

Evaluating Others: Exceeds

Expectations Phrases
 Listens intently when a person talks about their goals and achievements. A person who
talks passionately about their dreams is a doer while one who boasts about them isn't

 Observes a person to know how good they are in taking the initiative:- whether they go
ahead and correct errors when they arise or wait for someone else to notice and ask them
to do it

 Looks at a person's ability to learn from their past experiences and use that learning on
new situations at work

 Looks at a person's ability to collaborate with others. A person who works in a team is
more likely to accomplish tasks faster and more efficiently that one who works alone

 Regularly reviews feedback from the customers in order to know the quality of work a
person delivers

 Looks at a person's creativity in prioritizing tasks and how committed they are to
executing them

 Looks at a person's level of innovation. A person who comes up with a new solution to a
problem, thinks outside the box and successfully takes risks on their own is considered to
be highly creative

 Checks to see whether a person takes time to work on weak areas after receiving
feedback
  Looks at a person's ability to take ownership of assigned tasks and figure out ways to get
things done

 Checks a person's rate of completion of tasks and evaluates the quality of the tasks to
ensure they are on the right track

Evaluating Others: Meets

Expectations Phrases
 Looks for evidence of a person persisting and never giving up in spite of difficult
situations

 Observes a person to see how they respond to change:- whether they are cheerful or
complaining when handling new tasks

 Finds something good to say about others even when one does not like what they have
produced

 Looks not only at how well a person closes a deal with a customer but also at how well
they work through the whole process

 Looks for evidence that a person is committed to developing new skills that help improve
the company

 Looks at a person's punctuality and attendance:- whether or not a person has attained
perfect attendance to work and meetings

 Looks for evidence that a person sets clear goals that match the company's objectives

 Looks at how consistent a person is in finding new effective ways to perform tasks or
solve issues

 Looks for evidence that a person shows sound judgment when assessing multiple
opportunities

 Watches to see whether or not a person is able to remain calm and composed when facing
a difficult situation or when under pressure

Evaluating Others: Needs

Improvement Phrases
 Does not offer suggestions on how others should improve what they have produced as
well as their weak areas
  Is not honest when evaluating people's work; gives credit to people who don't deserve it
and denies those who really deserve it

 Does not use assertiveness when giving feedback especially when criticizing a person's
work

 Pretends to know everything and doesn't bother to ask questions about the work when
one doesn't understand some aspects of it

 Focuses mainly on the wrong things people have done in a work and forgets to highlight
the things they have done well

 Does not describe what one is looking for in people and what is expected of them during
the evaluation process

 Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't",
when evaluating people

 Uses exaggerated body language and gestures when making a point about a person's
weak areas

 Often uses exaggerating words, such as "always" or "never", when giving feedback thus
makes the other person lose confidence to move on

 Lacks confidentiality; discusses another person's weak areas with other employees

Evaluating Others: Self Evaluation

Questions
 Describe a time when you have had to deliver negative feedback to a colleague. How did
you make sure not to hurt their feelings?

 What techniques have you used to evaluate others? What have you done to improve these
techniques?

 How do you prepare for an evaluation process? How do you make sure that a person
knows exactly what you are looking for?

 Is there a time when you have not been honest when giving feedback? If yes, why is that?

 Describe a time when you went into a performance review without preparation. How did
it go?

 What ways, if any, have you used to help underperforming colleagues improve their
performance?
 How have you helped a person, who is motivated and excited about his ability, continue
to grow and develop?

 Is there a time when you felt you did not get what you expected from your evaluation?
Why? What did you do?

 In your opinion, do you think evaluating a person can give an adequate reflection of their
character?

 How do you think a company benefits from regularly evaluating its employees?