1. Performance Review Tips
  2. Writing your Employee Performance Reviews
  3. Communication Tips for Performance Reviews: What to Say in Your Performance Review
  4. How to Evaluate Employee Performance
  5. How To Prepare A Self-Evaluation – Business English Tips
  6. 10 Business English Phrases – Positive Performance Evaluations
  7. Demonstration of employee performance evaluation

Performance Review Tips

Hey Ambitious Professionals! Its Linda Raynier of lindaraynier.com guiding you to a,career and life youll truly enjoy. And in todays video Im going to teach you my,five steps on how to prepare for a one-on-one meeting with your manager or,boss especially if its a performance review meeting and youre wanting to,request either a salary increase a promotion or a special project to work,on,now as a career strategist Ive had the honour of being able to help numerous,professionals land their dream job offers and if this is something that,youre interested in working with me one on one I can give you details about that,at the end of this video now when it comes to a performance meeting with your,boss or manager there are several things that you need to be aware of before the,meeting during the meeting and after the meeting so here are the things tip,number one before the meeting prepare your value and accomplishments stories,ahead of time in order to convince your boss or manager that you are a strong,performer at your work and that you deserve whatever it is that you plan to,request of them you need to have clear quantifiable achievements to be able to,articulate to your manager in the meeting and so to help you with this,process some questions that you can ask yourself involve what have I done in the,last year or six months that have been beyond my typical daily duties and tasks,then ask yourself what was the situation surrounding those events what was the,problem or issue that people were having to deal with how were people in the,company feeling about this situation including yourself then ask yourself,what action steps did I take and dont be overly detailed talk about it from a,high-level perspective what were the key phases or the key steps that you,implemented and then finally ask yourself what were the results be clear,hopefully theyre quantifiable results that actually show a vast difference,from the situation before to what you ended up helping to achieve tip number,two before the meeting is to make sure that you are clear on what you plan to,request now this is pretty obvious but if you plan to ask for a raise or you,think you deserve a promotion or you want to ask for a vacation or you want,to ask to work on an important project just be clear about whatever that thing,is that you want to request obviously before you go into the meeting now lets,get into the steps that youll do during the meeting step number one listen to,what your boss or manager has to say generally theyll start off the meeting,with an agenda or purpose of what they want to discuss with you so dont be the,first to speak let he or she say theyve planned to say and you can just,sit back and listen now step number two is to assess whether its the right time,to move forward with your request or stop to ask for constructive criticism,where some professionals go wrong in these performance reviews is that they,have a complete opposite perception of their own performance compared to what,their manager has of them depending on their personality for some of you,professionals either you think that youre doing way better than what your,manager is perceiving you to be or you feel that youre doing way worse than,what your manager perceives you to be doing now depending on whether the,feedback is positive or negative you want to adjust your game plan,accordingly if your boss or manager had nothing but good things to say about you,and gave you a great review then you can proceed to step number three which is to,articulate your value and accomplishments now if you just got a,negative performance review then you want to pause for a second and you want,to ask your boss to explain and give specific examples or circumstances that,prove what theyre saying and that justify your performance review and this,isnt a time to argue its a time to listen intently and even take notes if,you can so heres the thing if you are in a performance review meeting and,youre getting negative feedback from your manager then instead of making your,request which you had planned to initially you want to put that on hold,and instead be able to walk away from the meeting with a clear plan of action,ask your manager to provide you with his or her expectations for what they want,of you over the next six months for example and make sure that you,understand exactly what those objectives are what you need to do to achieve those,objectives or exceed those expectations so that you can get your performance,back to a level that is positive so that then at that point in time you can make,your request now for those of you whove gotten positive performance reviews then,step number three is to articulate your value and accomplishments so youll,start out by saying something along the lines of as you know over the last year,or X number of months Ive been able to demonstrate my value and accomplished,several achievements that have been above and beyond my role and from there,go into your exam so start describing the specific,instances where you have gone above and beyond the situation the action and the,results from those make sure that your brief and concise and really only bring,about the accomplishments that are the most important so dont go overboard and,start talking about more than four or five accomplishments in a row and,finally step number four make your request youll then say as a result of,the value that Ive been able to demonstrate to the team and the company,Id like to request link and state your request there then the next thing you,want to do is be silent just look them in the face with a pleasant expression,on your face and see how your boss or manager responds and then after that,step number five is to ask for next steps and their expectations of you so,your boss will likely have said okay well let me get back to you on that and,then your response will be okay so can we talk about next steps and,expectations for the future you want to leave the meeting with clear,expectations of what your boss or manager has for you for the near future,so do you dont want to leave the meeting without having an understanding,of what those are that way in order to maintain your level of performance,youll be able to create goals and targets for yourself that match to the,expectations of what your boss requires of you also you want it ask them for the,time frame for when theyre gonna get back to you on your request just so that,you have that in mind and that you can hold them accountable to to make sure,that they get back to you after the meeting you want to do a few things one,thing is to send a follow-up email detailing the items that were discussed,in the meeting and thanking your manager for their time you can start it off by,saying thanks for meeting with me today and for providing my performance review,I plan to implement the steps and achieve the targets we discussed and I,look forward to hearing confirmation for my request so there you have it those,are my tips and steps on how to prepare for a performance review meeting with,your boss or manager now if youre someone whos been on this path of,searching for a new position you want to make a career change youve been looking,for awhile but you just havent had much luck and youre ready to get one-on-one,professional help then feel free to reach out to me head on over to my,website lindaraynier.com/standoutgethired,read through the page fill out the application form and if we feel that,we are a match then one of my team members will reach out to you directly,if you liked this video then please give it a thumbs up subscribe share it with,your friends thank you so much for watching and I will see you next time

Writing your Employee Performance Reviews

binnen leadership voor 15 uur supporting,large kind of familie brood,zeven hundred and your performance,reviews alliances and like a verdorie,en was een chantenay enjoyed doing a,person tips kanaal en jim prove you give,you waiting,franse helpen die efficiëntie en receive,you sometimes i help you become a better,liever lets go,je moet zijn voor de finish,diner elemental steeds hier is morgen,naar longbourn icecream group at night,shift,smelly this implies this person is of is,een ding wat nora opportunity to improve,or de wel in stein speak about relations,and behaviors display and support,een specifiek skill squad she,demonstrates the key in simmons dead en,game boy de finnen steeds mensen dat,soundcare soju workshop demonstration cb,shows op pius indicates a simplified vol,is met een specifiek behaviour of action,that support at skill,in demonstrates organization by keeping,it afdeling kalender,en je doel is zoë and identify specific,the hague city mooie is doing om na,doing de lead to that skill of goal de,url jullie soms pilletjes zijn oor,geneest woorden skills and the genius de,libiërs gibson updated doel is trucks,progress in een excel spreadsheet,use de counter voor reminders en duw,dates milestones ander de film the,freezing to avoid is alles en,en ze is een game inblies their only one,way,en unable to change in stageline,consistently routinely,af en sell them while i shall i always a,excellent customer service,shelly concilie demonstrates exceptional,customer service by expressie je wil in,is de help clarifying customer needs and, een next steps,used jeana en ik simpelste back-up je,steak,brief rollen vind ik simpels en matrix,to reinforce jury violacea,zodat die in politiek en clearly sophia,dr actions to the expectation,hoe de als een broeder mijn tepels en,valuations can feel arbitrair anthem,jack come on baby condors mens,doorzwin zijn succes is de sian evans,whigham stem een aanbieder elk niveau,ladies tour specifiek performance kool,wonders duel avenger de succes en de,business or de randen wel,this may be contributing to we project,baby testing een nieuw application,organizing teambuilding activiteit,mentor in uw team members of the zoo ze,in de comments en we performance kool,then add them to your summer meisje,kleurloos hem prices elsar de min hier,in een yo performance reviews,you be delivering feedback broekriem,punt ik jullie voor areas intens,opportunity to develop and specially of,the earth screen for approval,breng je naar feedback shoeby charlie,sloane die mooie the opportunity to,improve there is no time was een,wildling koning duwen performance review,denk in everythings cool en in learning,is socket thumping en is de first hangen,hier typ ik een sites and give you it,includes pacific behaviour support in,simpels en kleur magic soda,we also be english bay straightforward,and to deploy wat olie montague,simpelste support share valuations,sisley,doe olie in winter io is possible,intent to work on your reviews voor je,hooley je meedoet is een chunks was een,performance goals,waarmee mieren summary je medicijnen die,de evaluaties vooral team members first,issue where everybody loves,koningsdiep chungking kind help improve,efficiency je mee voor scoor je rol,teams and mining comments for each goal,voor iets team hoe this approach you can,copy een feest en rtl sneak preview,wapen in wasting just make sure you,quickly and it means en pronails aan,made a mistake many times zo voor team,members who have similar performance and,goals je kunt cambium feest en en als er,twee die in de winkel,if you you lying performance reviews,lubeck,previous professor filosofie employs en,ask your peers te shiften mijn tepels,use broodje meest early to a piece of,those who use it should bring,zielgroep rol van voor de falen we hier,performance ruïnes cherry libië en,opportunity to celebrate your employees,reform and sometimes you help identify,areas de focus en een proef voor de,coming year and tagged en voller,dedication,dit is also a great opportunity to,discuss probeert rood en kool,de goal is to ensure weer eens een,overall performance and motivate them to,another succesvol hier we gaan lopen,formateur wiens iphone,most people like them by you follow the,steps in the strips en promise d we help,ensure the nieuw level quality,performance review en edgar,in een much faster tight eyes were,watching god laag model reviews

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Communication Tips for Performance Reviews: What to Say in Your Performance Review

in this video were going to talk about,communication tips for your performance,reviews specifically your yearly,performance review ill go through what,to say in your performance review so you,can approach it with clarity and,confidence hopefully leading you to,getting a great performance review ive,got a few videos coming out in the,coming weeks on getting a promotion so,if you are interested in those videos,make sure you subscribe and hit the,notification bell too why do we even,need performance reviews well there are,a number of reasons why theyre,important first it helps your employer,know about your success it helps you get,feedback about your performance at work,and it helps you think critically about,how you can improve and grow as a,professional performance reviews only,happen a couple of times a year theyre,usually a one-on-one conversation with,your direct boss but its really,important that you get them right heres,what you need to do to be prepared for,your performance review so you can ace,your performance review number one,highlight your achievements its really,important to start off the performance,review conversation,on a positive note and when you talk,about your achievements when you talk,about your strengths you look excited,you look positive your boss will pick up,on this vibe and they will know that you,just love your job but the main problem,is you might find it difficult to think,about things that youve achieved or to,be confident when youre talking about,them now i know for a fact that there,are things you should be proud of in,your career there are things that you,have achieved in your professional life,you just need to remember them for that,performance review for example maybe in,the past year you successfully organized,a webinar for your company or maybe you,got a difficult client to pay their,invoice on time the when you have the,achievements that you think of it will,depend on your specific job and on your,role but i want you to start thinking,about this and i want you to choose one,to two achievements youve had over the,last three to six months in your,professional life and use the pcor,method p stands for project so what was,the project,c stands for challenges,what challenges did you face,o stands for overcome,how did you overcome those challenges,r stands for results what were the,results you generated using the pcor,method it will help you to talk about,your achievements with your manager and,to highlight them in a way that makes,them more prominent which leads us to,the next point where you talk about how,you have progressed what did you learn,in those achievements you just told your,boss about what have you learned,generally since your last performance,review or what are the biggest lessons,in the projects or the teams youve,worked in talking about your progress,can help your manager understand how you,have grown as a professional what youve,learned how youve improved sometimes,your boss might not see this sometimes,they might overlook the things that,youve achieved theyre so busy in their,job its really easy for them to just,overlook these things but its up to you,to highlight this to them to bring it to,the forefront so they cannot deny it and,so they can see all the fantastic,achievements that youve made,highlighting your progress like this in,the performance review meeting makes it,obvious to them and it makes you more,memorable as a professional so before,your performance review think of three,to five skills that you have learned,since your last performance review and,use before and after examples like this,before working on project xyz i had,never been in charge of a group project,before now i know how to clearly,communicate goals to people get them,motivated to work towards those goals,and set specific deadlines to work,towards so we can achieve the desired,result the third strategy is to talk,about areas you can improve on in a,professionals life there will always be,areas that you can improve on its part,of having a learning mindset dont be,the person who thinks they dont need to,learn anything because they are already,great at everything if you are like this,you will get the reputation of being,egotistical you need to recognize and,talk about the areas that you can still,improve on and make sure you discuss,this during your performance review so,to prepare think of one to two areas,that you need to improve on think back,to projects that youve worked on where,did your weaknesses lie and talk about,those areas of possible improvement in,your performance review it could be a,role related skill or it could be a soft,skill for example when i was organizing,the webinar i felt i could have managed,my time better this is something id,like to work on and improve on in the,next three to six months and id like to,take a course that will teach me good,time management skill do you see how,ive talked about a weakness as well as,your intent to improve on that weakness,a time frame in which you want to,improve on that weakness and a hint at l,d opportunities that you would like you,can also link this to your career goals,for example for our next performance,review in 12 months time i want to have,led a project with a bigger team i feel,i did a great job leading five people,achieving the goals i aimed for and id,like to strengthen my team management,ability with a bigger team so to sum up,when you talk about areas that you would,like to improve on it makes you look,like a proactive dedicated professional,and will definitely win your points in,your performance review the fourth tip,is to ask about future plans of the,department or your company this shows,that you have interest in the big,picture and helps you understand how you,as a professional are linked to that big,picture as well this is great,information for aspiring leaders or,anyone who wants to advance in their,career when it comes to future plans you,can also reference information youve,read or youve heard about simply ask,what are the main goals for our company,in the next 12 months or what are the,main goals for our department in the,next 12 months these questions will,definitely make you look like you are,interested in the progress of your,company and you might be surprised at,the information you can uncover if,youve done a good job with the first,three points i discussed in this video,then your boss will feel a lot more,comfortable and confident revealing this,information to you number five is to ask,about future expectations this,highlights your proactiveness and your,willingness to learn and employers,respond really really well to this they,want to know the people theyve hired,are invested in their own growth are,invested in their own success just like,the company is when they recruited you,and it also helps you understand what,will be expected of you in the future,what skill set will you be required to,develop what level of responsibility,will you be required to have and does,this tie in with your future career,goals now if your employer does not,provide any opportunity for you to grow,if they do not want to discuss your,growth or learning or development in,that company then you might need to,rethink your current position the,reality is you might not be working for,the right company to help you achieve,the goals that you want to achieve now i,dont say this lightly i dont recommend,anyone to just go out there and quit,their job but if your current employer,isnt offering any learning and,development opportunities if they dont,want to invest in your future growth and,career progression then you may need to,rethink are you working for the right,company so when you finish your,performance review i want you to walk,away with three to five future,expectations for yourself three to five,expectations your boss has of you now if,youre nervous in your performance,review because your boss makes you,nervous you need to watch this video,right here where i teach you how t

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How to Evaluate Employee Performance

hi my name is Terry Hansen Im the,president and founder of the Hansen,University its great to be with you I,want to share with you if youre a,business owner or a manager or an,executive for example and youre looking,for some different ways to evaluate and,assess the overall performance and level,of quality of your employees whether,theyre no matter where they are in the,business they could be on the on the,sales and customer into the business or,on the production or technical or,installation part of the business,doesnt matter where but if youre,looking for some effective ways to,evaluate what how their performance is,going let me give you a suggestion or,two thatll make a big difference for,you Im taking the liberty to draw a,little bit of a grid here I want to walk,you through each one of these steps so,that you can kind of get a sense for how,you might use something like this in,your particular business so on the left,hand side of the column here what we,notice is that these are the categories,of the areas that youre going to assess,or evaluate the employee in I certainly,recommend at least five you can break,these down how have you on two but we we,typically recommend focusing on,behaviors attitudes skills knowledge and,then some other kind of administrative,areas now you get to define what,behaviors are you considered to be,important to evaluate your employee on,they could these are these are these are,physical activities routines habits,patterns of behavior that they do kind,of day in and day out that you consider,to be vital for the success of the,business and into the achievement of,their overall goals so you might come up,with two or three or four or five,different kinds of behaviors activities,habits routines that if they do these,things really that makes a huge,difference,to the overall success of their of their,job the second is their attitudes now,these are obviously clearly theyre,their perspectives their beliefs their,mindset their overall mental attitude,that they have that causes them to have,a high degree of success third you must,show you might come up with one or two,or three or four doesnt matter but list,those here under the skills section,think about the different aspects of,their job where skills technical,techniques or competencies or,capabilities you know,that they have to really practice,practice and practice and practice to do,very well where those are required what,skills are those actually are their,communication skills are their technical,skills are their selling skills I mean,what what kinds of skills are required,for excellent performance theyre lists,those there,the fourth is knowledge what kind of,expertise in understanding what could,our insights do they need about the,industry their own company the products,and services maybe their job the,customer themselves what kinds of,knowledge do they need to have in order,to be really truly effective so list,those theyre an under administrative,that could be things related to software,or how they keep themselves organized or,meetings or trainings reports that they,file just kind of administrative things,but list those down there so use this,basque bas k framework plus,administrative is kind of a guide to get,you thinking a little comprehensively as,to all of the areas that they need to be,evaluated in if we move over to this the,center column here this is where you,define for yourself what in your mind,what you rep what you feel like,what does excellence look like when it,comes to performance if you had a,perfect employee that did everything,everything a hundred percent perfect all,of the time what would that actually,look like in each of these areas,what would excellent outstanding ideal,ultimately the ultimate desired,performance what would that look like as,an example it might be they would do,something five times a day or under the,attitudes they would have strong,confidence in you know whatever skills,there might be well practiced well well,refined skills well practiced knowledge,they might be very very smart when it,comes to something you know and under,admin they might be highly organized,when it comes to something else but you,define what excellence looks like here,in this Center category and then last,but not least is the fourth and final,one we come over here to the right hand,side this is where youre going to,actually use this new report card that,you just created for your employee you,just came up with your categories you,defined the very perfect performance in,every way,here now youre gonna assess and and and,observe what their actual performance is,and youre just gonna give them a great,just give him a score maybe on the scale,of one to four so in this particular,area they might score a three a perfect,score would be four that means they,would do five these five behaviors five,times a day and they would score four,but he or she is only doing maybe three,or four of those so Im gonna give him a,score of three you know if their,attitude is a four theres strong,confidence and there are strong and,their confidence I give them a score of,four and so forth and so on we score,each one all the way down when Im done,with this I can sit back and take a look,as a manager and say where are the,biggest gaps between the ideal and the,actual where should they be versus where,are they out right now I can look,through and see where my lowest scores,are and thatll tell me exactly what,areas I need to focus on as a manager to,help them improve their performance you,know so in this particular example score,two one they dont ever take time to,practice their skills their,communication or technical or selling or,customer service skills we never role,play we never observe other people and,give them feedback on what theyre doing,good and have other people give him,feedback on what hes doing good we,never take the time to do that so his,skills are unpracticed and theyre not,very sharp so thats gonna be an area as,a manager Im gonna key into and so I,might also look into the knowledge since,that was another one that scored very,low what can I do to increase the the,training on the products and services,that we offer on the job function what,can I do to provide some more education,and training to really beef up that,knowledge so that he can be an expert or,she can be really smart and savvy when,it comes to this whatever area but,evaluating your employees in this kind,of a grid fashion its pretty easy to,put one together in Microsoft Word or,Microsoft Excel or any of those kinds of,tools not too not too tricky but use,this sort of a grid pattern using,behaviors attitudes skills knowledge and,admin you can certainly add others if,you see fit but identify the ideal what,excellence looks like here and then,their actual performance here and then,show that to them and have a calm,with the employee about how they were,graded think of this as kind of a report,card do this on maybe a monthly basis,track their progress,what did last month look like how do,they score this month and how will they,score next month and you should be able,to see increases in progress and growth,in each one of these areas so hopefully,this a simple little tip tip and trick,will make your life as a as a manager a,little easier to identify what where are,the performance gaps which gaps are the,biggest ones that we need to focus on,and work to improve in order to elevate,overall performance company-wide so,great to be with you if you want some,more tips and suggestions go ahead and,click on the link below and you can get,access to some of our training courses,thatll make a difference for you,theyre so good to be with you again my,name is Terry Hansen I look forward to,seeing you seeing you on the next time,take care

How To Prepare A Self-Evaluation – Business English Tips

hi there and welcome back to english for,professionals im derek and im here,with another short lesson for you busy,people,in this lesson im going to show you how,to prepare a self-evaluation also called,a self-appraisal,so this lesson should be interesting and,helpful for anybody whos preparing for,a performance review a job interview or,any other situation where you need to,talk about your strengths weaknesses,achievements and goals,are you ready,lets get started,[Music],so were going to do three things in,this lesson,first of all we look at what a,self-evaluation is and whats included,then ill give you some general tips and,in the main part of the lesson ill,share lots of useful vocabulary phrases,and examples to help you when preparing,your self-evaluation,the tips ideas and language presented in,this lesson are things i have learned,from researching this topic and from my,experience as a professional english,coach,every company is different and will have,their own approach when it comes to,evaluations and performance reviews,check with your manager or human,resources department to find out exactly,what is expected so you know what to,include if you are asked to prepare a,self-evaluation,basically its a document where you,describe your professional progress for,a specific period,a lot of companies ask their employees,to hand in a self-evaluation as part of,a performance review,some companies do one performance review,per year whereas others do them more,regularly up to four times a year,in your evaluation you should describe,your general performance and,accomplishments during the period your,accomplishments are the things you have,achieved successfully,you should also mention areas youve,improved on as well as situations where,you failed to reach a specific standard,these are called shortcomings,your thoughts on your professional,development and which direction you see,your career going in should also be in,there,its also a good idea to mention your,personal values and how they align with,the company values,self-evaluations help you to reflect on,your performance and to think critically,about which parts of your job you can,improve on and how you can develop a,well-prepared and honest self-evaluation,can lead to a productive performance,review and it could also lead to,interesting career opportunities,keep a record of your accomplishments,throughout the period,this will give you a head start in your,preparation and having hard facts and,figures to back up your successes is a,big help,show off your best work,focus on the highlights you are most,proud of,be honest and critical,recognizing your weaknesses and,shortcomings shows that youre willing,to grow and learn,use positive language when describing,challenges or struggles youve had,keep the focus on you,if youve had any problems with,colleagues you can talk about that in a,separate meeting the focus should be on,you your role and what the company,expects from you in that role,and finally,always be professional,and now its time to focus on the,vocabulary and phrases to use when,preparing your self-evaluation and well,start off with general performance,i take the initiative on every project i,am involved in and i often go out of my,way to support less experienced team,members,to take the initiative means to be the,first one to do something especially to,solve a problem or control a situation,to go out of your way to do something,means to try especially hard to do,something good or helpful,i often go above and beyond my job,description to ensure that my team,exceeds targets and expectations,to go above and beyond something means,to do more or better than would usually,be expected,if you exceed targets and expectations,it means you achieve a better or higher,result,another phrase which is very similar to,go above and beyond is to go the extra,mile for example i often go the extra,mile to ensure our customers are,completely satisfied,and here are some other words to talk,about performance and strengths,in british english this word is,pronounced thorough and in american,english its pronounced thorough,if you describe yourself as thorough it,means you do things very carefully and,with great attention to detail,decisive,this means that you can make decisions,quickly and with confidence,reliable,you do what you say you will do you can,be trusted to do your job well,cope well under pressure,this means you can handle pressure well,and heres an important tip when,describing your performance and,strengths always give examples to,support what youre saying,excellent and now lets take a look at,some useful vocabulary and phrases for,talking about your accomplishments,a very simple way to describe your,accomplishments is,over the last and then include the time,period,i have and then describe the,accomplishments and give examples,over the last three months i have,demonstrated an excellent work ethic and,found more efficient ways of doing our,work for example during our busy period,i came in early and stayed late to make,sure all of our orders were fulfilled,and sent out to our customers on time,i also developed a new system which now,helps us to keep track of incoming,orders much more efficiently,all of this resulted in my team,exceeding targets and increasing our,customer satisfaction rating,i am extremely proud of what my team and,i have achieved over there mentioned the,time period compared to the previous,period we have and then describe,accomplishments and compare results,i am extremely proud of what my team and,i have achieved over the last six months,compared to the previous period we have,increased turnover by eight percent we,also managed to reduce costs by five,percent,its also common to use not only,sentences to highlight accomplishments,not only did i meet my monthly goals but,i exceeded them by an average of seven,percent,not only did i complete several projects,ahead of schedule i was also within,budget on the majority,so most of the projects did not cost,more than was planned,and one more example,not only did i successfully implement a,new sales strategy i also recruited two,experienced sales managers from our,biggest competitor,great now lets move on to talking about,how youve improved,i have invested a significant amount of,time working on and then mentioned the,area that needed improvement,and i am very happy to say that i have,made very good progress,i still find it challenging too,and then mention the specific area which,is still difficult,but i continue to work on that and feel,that i have definitely turned a corner,i have invested a significant amount of,time working on delegating tasks and im,very happy to say that i have made very,good progress,i still find it challenging to pass on,certain tasks but i continue to work on,that and feel that i have definitely,turned a corner to turn a corner means,to start to improve after a difficult,period,and now its time to look at some,vocabulary and phrases for talking about,your shortcomings those situations where,you failed to reach a specific standard,when talking about your shortcomings,remember to keep the language positive,although or despite,then mention a positive aspect of your,performance,and then mention one of your,shortcomings,although i have shown exceptional,progress in providing a very high level,of service to our clients since my last,evaluation there were some situations,where my performance did not reach the,required standard,despite meeting my most important,performance objectives during the past,three months i did experience some,challenges,when using a verb after despite it,should be in the gerund or in form,when you mention your shortcomings you,should also talk about what you plan to,do to avoid these situations in the,future,i have given a lot of consideration to,the areas where i can improve and have,come up with several ideas or several,strategies,for example im going to start,delegating more tasks to my team so i,have more

10 Business English Phrases – Positive Performance Evaluations

ten business English phrases for,positive performance evaluations from,espresso English net a performance,evaluation is an evaluation of an,employees work skills and attitude on,the job it can also be called a,performance review or performance,appraisal during a performance,evaluation an employee may hear both,positive and negative feedback comments,about his or her work the employees,manager will often praise the employees,strong points and identify some areas,for improvement positive phrases stays,up-to-date with developments in the,field up-to-date means current so this,phrase means that the employee keeps his,or her knowledge about the field area of,work or study current is conscientious,and detail-oriented someone who is,conscientious is very careful in their,work carefully checks to make sure their,work is correct and is of good quality,and detail oriented means pays attention,to the details,is proactive and resourceful a proactive,person takes action to make things,happen,they dont just react to events the,opposite of proactive is passive someone,who is resourceful is able to use,resources well and in creative ways,especially in difficult situations has a,positive outlook the word outlook means,attitude or point of view is disciplined,and punctual,if you describe a person as disciplined,it doesnt mean that they were punished,instead it means that they have,self-discipline the ability to control,their own behavior and follow the rules,someone who is punctual consistently,arrives on time is an excellent team,player someone who is a team player,works well with other people this,employee is good at collaborating with,his or her coworkers,shows a lot of initiative and takes the,lead on projects the word initiative,means the power to begin things and work,on them energetically it is similar to,the word proactive a person who is,proactive has a lot of initiative is a,seasoned professional with versatile,expertise a seasoned professional is,someone who has been working for a long,time and has a lot of experience and is,therefore good at their job the word,expertise means skill or knowledge in a,particular area and if someones,expertise is versatile it means the,person is capable of doing many,different things well is driven to,succeed and strives for maximum,effectiveness describing a person as,driven means they are extremely,motivated and ambitious to strive means,to try very hard with lots of effort,never fails to capitalize on,opportunities to capitalize on something,means to use it for your advantage,to learn business English for your,career take the business English course,at espresso English net youll learn,practical English for phone calls,interviews negotiations meetings,presentations letters and emails and,much more visit espresso English net to,take the business English course

Demonstration of employee performance evaluation

in this video Im gonna show a practical,demonstration of an employee performance,evaluation using my KSS method keep,doing stop doing and start doing hello,im stephen goldberg of Optimas,performance and every week I bring you,practical tips and ideas on leadership,team development and performance,management in the workplace in a,previous video I cover how to conduct,employee performance evaluations and I,incorporated the form,KSS or the approach KSS along with the,form keep doing stop doing and start,doing and this method incorporates five,core competencies that every employer,wants employees to be good at so Ive,combined the previous form where I,incorporate now the five competencies,with a measuring system and a way to set,improvement objectives and this is what,this video is about its with my,assistant Sonja so its an actual,performance evaluation its not just a,role play Im actually going through the,performance evaluation with her based on,her performance so youll get to see,that and its a longer video that I,normally publish but I wanted you to get,a good sense of this process and watch,it to the end or if you have to skip to,the end where she actually sets a goal,and theres a follow-up that we discuss,so thats really important that you turn,this into something that you can follow,up on so I asked you to complete this,form and so we can compare notes and,then come up with maybe see if theres,things that you can improve on or I can,help you with so lets look at the five,competencies here productivity how did,you score,level of importance oh I put major,importance major yeah yeah and what,about how did you buy so I put between,majoring critical so I checked mark both,so its about a nine we agree on that,yes and what did you say your level of,achievement I gave myself a seven so in,between good and our good and great so,Ive written great okay,what I gave you an eight yeah I I think,Im just in general hard on myself,probably because I want to accomplish,more and you know with time constraints,but the intention is always there to,accomplish more so I think thats why I,gave myself between six and eight okay,so if we were to incorporate the other,worksheet do we have it here yeah so in,terms of keep doing what what would you,say keep doing as far as productivity as,well in terms of meeting the cost of,requirements because thats one of the,competencies is to be productive and,effective and within a certain budget,and cost required so I think Im really,good at doing that what I should stop,doing is maybe focusing a little bit too,much on on details because that could be,affecting my productivity Im extremely,detail-oriented and I might,need to do one less check on my,checklists so avoid redundancies right,and then start doing I dont know maybe,start being a little more confident,because I think my work is okay and,maybe that might be hindering my,performance right so I agree that and,itll reflect in the next one the,quality of the work you tend to be very,careful about making mistakes which is,great yeah especially for accounting but,its not always required for everything,I mean so you need to maybe work on you,know being more confident taking a,little bit more risk where its not that,its not that critical firm so yeah,right the outcome yeah okay so the in,terms of important for quality of work,my importance I put between major and,critical as well because I think its,its very important that we maintain a,high quality yeah yeah because of media,counties yeah so thats where I feel my,performance is better yeah so would you,give yourself,an 8-3 yes I gave you a 10 there uh-huh,no Im seriously I mean your quality,your work is exceptional you care about,your work youre you know the accounting,is flawless and you worry about it,which worries me a bit that you put too,much into it sometimes and that goes,back to maybe the fear of making a,mistake again thats my confidence in,there and thats why my productivity is,probably then I may affect your,productivity so I would just say keep,keeping keep the high quality yeah,maybe stop what would you say stop doing,stop stressing stop worrying about,making mistakes yeah I got an order that,you want to write that yep,I think its important that you write,because when youre you put it in,writing it makes it more like a,commitment,and stop doing okay so thats yes start,doing how could you to overcome or to,counter the stressing being too,stressing about it what can you do -,what can I stop doing start doing o,start doing to overcome that stressor oh,um no its just focusing on the,positives like Im work I mean we,havent come across a mistake already,you must be something right something,they dont like cross your eye tie your,eyes too much you cross your Ts like,dont try and catch yourself if you feel,youre going overboard to double check,because thats takes up more time and,maybe also wondering how long Im taking,to complete so thats kind of a,combination of productivity and cotton,quality of work is made me monitor how,long Im actually taking in on a task,and realizing okay maybe I am taking a,little too long on a task right so the,next one initiative what did you well,initiative I put because my work is,fairly routine theres only a few places,that I can take initiative I thats what,I feel so thats why I put that it was,important not mutually important,critically important but that it was,important and thats probably thats,also where I feel that Im struggling,because sometimes its not clear on what,I should be taking initiative on so,maybe thats where I would need a little,bit more guidance from you in terms of,okay when you want me to take initiative,I know what my tasks have to be done on,a monthly basis because thats part of,routine but whats out of routine maybe,what are some things that it should be,more aware of to take initiative all,right yes so we agree I gave you good,theres things that sometimes I feel you,ask me like you double-check with me,where I dont think you need news like I,think I pointed that out last week you,asked me about I forget what it was,actually a shuttle rode it yeah,yeah I remember it I remember but uh it,was like you know and I even said to you,you dont need to ask me this you know,yes just and this goes back to the,confidence you know that you dont need,to check with me on everything so thats,where taking the initiative is you know,I guess it ties back into you know the,fear of making mistake you know being,just too careful so you know you have a,lot of experience a lot of things youve,done before but you sometimes come to me,to ask me because you want youre afraid,of making a mistake and so thats where,Im trying to turn it back and say look,you dont need to ask me okay and Id,also if I can add on I gave myself,average because yeah there are areas,where its not my expertise so Ill be,more reluctant to take initiative for,example the website and thats why,progress has not been made on my part,Id have to admit in the last little,while yeah so Im trying to remember,what it was that we were I thought last,week but I cant remember it was to make,a payment I mean is to make a payment or,send an invoice out or something like,that oh it was writing an invoice and,you were asking me should I write this,and I said Im eight nine youve done it,will come where you know what to do its,not a majorly critical thing just do it,you know thats you know were taking,initiative would come in yeah so cuz I,felt it was more routine team work,what did you score yourself uh ah I said,it was important yeah um you only see,each other a little bit a time its hard,you know,yeah working from home sometimes and,doing stuff at home for the company a,little bit challenging so I gave myself,good average I agree with you on the,level of importance because most of your,work is done on your own but when you do,need to,cooperate or work as a team I think,youre great so I dont see any okay I,think you should just keep doing w

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