1. 10 Business English Phrases – Positive Performance Evaluations
  2. Performance Review Tips
  3. Self Evaluation | Performance Review Tips to Slay Your Self Assessment At Work
  4. How To Prepare A Self-Evaluation – Business English Tips
  5. PERFORMANCE REVIEW TIPS FOR EMPLOYEES | How to Prepare for a Performance Review
  6. PeopleGoal – Performance Review Phrases
  7. Demonstration of employee performance evaluation

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

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

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Self Evaluation | Performance Review Tips to Slay Your Self Assessment At Work

Jennifer Brick: Writing your self evaluation for,your performance review? Great news because in,this video, I am breaking down seven steps to slay,your self assessment. If you are ready to rock,your performance review, tap that like button and,lets just jump straight into it. The first thing,that you need when youre preparing your self,assessment for your performance review is bring,your receipts. What metrics did you hit that,demonstrate what a great job that you did at work?,Ideally, these are going to be numerical.,Quantitative receipts are always preferred. So,things like exceeding your sales quota, having,high customer or project satisfaction scores,exceeding expectations. When youre handling,support cases, whatever it is, that is for your,job. And it should be pretty clear, if youre n,t familiar with what it is definitely ask your b,ss. When youre preparing to write yourself a,praisal is to find your receipts, you want to m,ke sure that you have all of the evidence that y,u need that demonstrates what a great job that y,uve done. So based on however your actual job as,measured, make sure that you have all of those me,rics in front of you. If you have done so,ething like taking on a strategic high impact pr,ject, like how I teach my clients to do in my ca,eer glow up program, then you also want to make su,e that youre getting the benchmarks of the ot,er impacts that youve had in the business. The ne,t thing that you need to do is you need to just ta,e an inventory of your awesomeness. This is so,ething that I highly recommend that you do on a re,ular basis document all of the achievements th,t youve had, and not just you know, the grand me,sureable things like we just did in our re,eipts. But what are the other ways that youve im,acted your team, your business? And how have yo, demonstrated your professional growth this ye,r, this can be things like demonstrating that yo, were crucial to a key initiative that your te,m undertook this year, or it can be gathering te,timonials from your colleagues or your cu,tomers that talk about how awesome you are. Th,s is also a great time for you to be intro re,lective is that a word? reflective? I hope it is,Im going to stick with it anyway is but take so,e time to consider what you are truly best at wh,n it comes to doing your job. What are you do,ng better than your teammates? What are the th,ngs that you feel really confident doing? And wh,t are things that you do really well that are sh,wing up in the end results that you get. And th,t actually brings me directly into the third st,p. And this one is actually part of your gr,ater career strategy. So if you havent pieced wh,t this one together yet, now is definitely the ti,e to do so because this will make your self ap,raisal and your performance review so much sm,other and so much better. And that is knowing yo,r ua q i bet that you are great at a lot of th,ngs. And I bet that you have a lot of co,pliments and a lot of areas of recognition for yo,r work already. But what are you uniquely aw,some at doing what truly sets you apart, this sh,uld be the focus area for your self appraisal an, really everything that you do in your career. An, I actually have a whole workshop that helps yo, figure out what your you aq is and how to ac,ually use it. So Ill drop the link down below be,ause its free. And I would love for you to ch,ck it out. Now the fourth step in doing your se,f appraisal for performance review is where th,ngs start to get a little bit tricky for a lot of,people, and you might be one of them. If your se,f appraisal has an inventory where you have to sc,re yourself on different competencies, its ti,e for you to make sure that you have inventory aw,reness. One of the mistakes that Ive seen way to, many high achievers do is they have downgraded th,mselves on their self appraisal. So where they ar, exceptional things. Theyre like, Oh, like Im av,rage, Im I guess Im okay. And heres the go,cha. I have spoken to hiring managers that when th,yre on the fence, when it comes to appraisal wi,l actually look to the self appraisal if its al,eady visible to them, and actually base their ra,ings based on how someone has rated themselves. Th,ts right, theyre relying on your self aw,reness so that they dont have to be aware of yo,r awesomeness. They just want you to tell them, I ,ont want this to be you. This isnt to say th,t you should completely over inflate and not be re,sonable. I do believe in accountability and ac,uracy and doing this. But if you have an in,entory checklist for different competencies for yo,r role that you need to score yourself against, I ,ant you to think about how everyone else on yo,r team would score and how you feel like you wo,ld actually score against other people. Ob,iously, you dont have full visibility into wh,t everyone is doing and how everyone is. But ba,ed on your assumptions, I want you to think ab,ut how you would score yourself on that scale. Ar, you generally better than other people in your te,m? Is it something that other people are ge,erally better than you? Or do you feel like yo,re kind of at the same place as everyone else an, score yourself appropriately there.,And if you are on the fence about where to put,yourself I would say to err on lifting yourself up,as opposed to scaling yourself down. Thats just,my opinion. I would actually Let us know what your,thought is on that point down below. The fifth,step in your self appraisal is the most important,one. And if you mess this one up, your performance,review might end up being a nightmare, as opposed,to just a praise party for you. When writing your,self appraisal, or doing your self assessment for,your performance review, do not be bashful now is,not the time for you to be humble and exercise and,an excessive amount of humility and just be like,,Oh, yeah, you know, I guess its okay and start to,undermine yourself. No, I want you to be proud AF,over the things that youve accomplished in your,career, the impacts that youve made, the growth,that youve achieved, and all of those kinds of,things. And in any written aspect to your self,assessment, which a lot of self appraisals are,going to have. Make sure that youre integrating,things like power verbs, this is a time for you to,brag about yourself, unapologetically. And you,know, you should, because youre awesome. Again,,Ive spoken to too many people here who have kind,of err towards giving other people credit or,underplaying their achievement. And it doesnt,translate very well in a performance review,setting, performance review and self assessment,are really all about tooting your own horn, I know,that might not be something that is comfortable,for you, but step out of your comfort zone for at,least this period of time. Because this is going,to actually allow you to showcase whats gone,really well, to re emphasize that to your manager,,and anyone else who is going to review your self,assessment and your performance review, which you,know, can come up at promotion time and stuff like,that. And ultimately, its going to be a nudge,towards you embracing your own awesomeness and,getting comfortable with it. Because you know,,being exceptional isnt always easy. And I know,that you might be struggling with that, but we,want to get you moving towards embracing it. And,on that note, I actually want to talk about this,sixth step in your self assessment for your,performance review. And that is to grow from,greatness. One of the things that is so,commonplace in corporate America that drives me,absolutely batty is to focus on your weakness as,an area of growth. Guess what, if you have zero,talent, its something naturally, youre never,going to be the best at it. Your focus on the,things that you arent so good at should be that,youre just good enough that they dont hold you,back. For example, I cant tell you how many self,assessments Ive had that it told me I talk way,too fast, I can talk slightly slower, but you,know, its never gonn

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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

PERFORMANCE REVIEW TIPS FOR EMPLOYEES | How to Prepare for a Performance Review

You have a performance review coming up,,and you need to know how to prepare for a performance review at work.,So that you can slay that performance appraisal. But how do you do that?,With these performance review tips for employees, of course.,Hello and welcome back to my channel,,where I help you slay your career and cultivate the successful life that you,want. If this is your first time here,,I highly recommend clicking that subscription button, and the notification bell,,so that you get the best career success advice on the weekly.,Youre probably here today though because you want to ace your performance,review.,Which is perfect because Im sharing performance review tips for employees.,Make sure that you watch all the way through the end,,because today Im sharing with you advice that,no other career coach is going to tell you.,And number four is where the biggest mistakes are made.,If youre ready,,go ahead and click that like button and lets jump right into it!.,The first phase is to gather data. Or is it day-ta? What do you say?,Let me know in the comments down below.,If youre in the Strive Squad or you follow me on LinkedIn,,youve heard of me talk about the Chronicle of Awesomeness.,And if you have that in place, this phase is going to be super simple.,For this phase, youre going to need at least a couple of things. First of all,,youre going to need your job description,as well as any success metrics such as KPIs, MBO,,quotas. Whatever it is you call them. You need to start here,,because if you have a formal review process at your company,,chances are theyre going to make it as quantified as possible.,And ideally, at least if its a well executed performance review,,your success metrics are going to provide the baseline of the conversation.,Because you dont want to have any surprises when you walk into that room.,What you want to do is,,you want to figure out where you are across those different benchmarks.,If you have a quota, did you meet your quota? Did you achieve it?,Did you have a KPI? How did you perform on that? Beyond that,,what you want to do whenever possible,is also measure the impact as a direct result of the work that you have done.,This is especially true if youve done a high impact project,,and if you havent heard me mention a high impact project before,,I do have a video on it.,Which you can check out after you finish watching this one.,Those things are going to account for your quantitative elements.,But what we want to do as well,,is we want to bring in some qualitative elements.,Do you have any compliments from a coworker?,Or did you receive a glowing testimonial from a customer?,Did your counterpart on another team vouch that nothing,would have happened if it hadnt been for your contributions on a project?,If you have any notes or accolades along those lines,,you absolutely want to gather them in this phase. Sure, you cant count them,,other than of course the number of glowing reviews that youve received,,but they are an important part of the process.,Because the qualitative data is what is going to give context.,Once you have all of that data gathered or data gathered,,its time to move into the next step, which is going to be communication.,One the things that almost every single hiring manager that I know is so,appreciative of, but basically I have never heard anyone talk about,,is actually sending this information along to your boss.,If you know that they are in the stage of the,performance review process where they need to be writing performance reviews,,theyre going to have a lot on their plate and them.,Going through for each person on their team to know where they did well,,where their growth areas are,,and remembering all of the great things that happened,is actually a very overwhelming task.,And this is why it can be incredibly helpful for you to send,a note along to your manager that outlines all of the major accomplishments,and achievements that youve had over the course of the year.,The reason I think that everyone should do this is,,not only is it going to save time and frustration for your manager,,and really help them out,,it is actually going to be something that shows that you are proactive,,youre attentive to the needs of your manager,,your team as well as your company.,And that you are really focused and aligned with the things,that are actually being measured against in terms of performance.,Depending on your relationship with your manager,,you may want to have just a quick conversation, or shoot them a note,,to ask them if this would be something that is helpful and relevant.,This is particularly important I think,,if you dont really know the management side of the performance review,and what their timelines are.,Because if your manager has already done this step,,its not going to have the same impact.,However, it is still beneficial because once again,,when you actually have the performance review meaning,it is going to be very helpful for them to know exactly what,you are going to walk in wanting to talk about.,One more thing that I do want to highlight at this point,is that you are just passing along the information.,Youre not giving any judgements towards it.,Youre not patting yourself on the head to your manager.,You are simply just conveying factual information that is,going to support them in their side of the process. In most companies though,,this is going to bring you into phase three,,which is typically a formal process.and that is self evaluation.,If your company does have a formal self evaluation process,along with the performance review process, you are going to hear word,,probably from your people operations or your human resources team,,about what you need to do and when you actually need to do it.,I cant tell you exactly what thats going to be,,because this really ranges widely depending on your company,and their particular processes.,But usually it is going to be an exercise as self-reflection,,where you share things like your goals,,and the things that you would like to work on.,Take your time and invest into the self evaluation form here.,You want to make sure that you are crystal clear on the goals,that you have for yourself for the next year so that,you can frame the conversation with your manager. Along with that,,if there are any skills that you are trying to build and expand on,,also make sure that that is integrated into your,self evaluation because that is again going.,to help you make the progress and make sure that your manager,has visibility and is able to give you the support and,direction that you need in order to make that progress.,One thing I do really want to highlight here though,,and this one is a very important one because this is a big mistake,that I see people make, and that is this is not the time to beat yourself up,about stuff that doesnt really matter.,We all make mistakes and we are all less than perfect beings. Even myself,,I know you dont believe me, but its totally true.,We all have things that we can improve on, things that could have gone better.,And while we want to be accountable for those things,,what we dont want to be is disproportionally accountable at this phase.,It is not your job to take accountability for someone elses deficiency.,If someone else made an error, if something went totally sideways,,own anything that you did wrong there but do not own the situation.,The self evaluation, you should actually be doing the exact opposite.,You should be somewhat uncomfortably boastful in this process.,It feels really weird and it feels very foreign for you to be boasting,about the things that you did and taking accountability,for all of the awesome things, even when they were a team effort. But trust me,,at most organizations, this is actually part of the game.,This doesnt mean that youre taking credit for other peoples actual work,,but what you do want to make sure youre doing is that,youre effectively taking ownership over the successes,that you ha

PeopleGoal – Performance Review Phrases

hi there Im Joshua some people though,we help businesses to engage motivate,and develop their employees Im here to,give you a few quick tips about how you,can run an effective performance review,performance reviews are important not,only because they allow you to evaluate,the overall performance of your employee,but also to identify areas for growth,and development if your manager make,sure to include these six key areas in,your review achievement productivity,communication skills teamwork creativity,and innovation and finally flexibility,and problem-solving first lets start,with achievements you could use phrases,such as sets well-thought-out goals and,continuously strives to achieve them or,works autonomously and uses own,initiative to attain objectives and,overcome challenges or if you wanted to,focus on areas of improvement you could,use phrases like struggles to achieve,set goals or reach objectives because of,X or lacks understanding of X and could,benefit from Y the next area is,productivity the more productive your,employee is the more likely they are to,achieve their goals you can use phrases,such as significantly improved on X,since last appraisal positively,contributes to overall performance of,the department or company through,consistent and high-quality work,continuously strives to improve profits,productivity and performance targets,communication skills are very important,and you want to make sure to include,these in your review especially if,theres room for improvement for example,struggles to accept feedback and,constructive criticism lacks ability to,effectively communicate ideas and,thoughts to team members refrains from,asking questions even when issues need,to be clarified or could try to help and,support his or her team members more,frequently other members of the team,feel they could behave in a more,approachable manner another important,aspect to cover is teamwork leadership,and progression use comments like he or,she is a natural leader increased,inclusive culture in the company and,enables others to grow alongside,but it makes colleagues and direct,reports to do their best at all times or,successfully shows appreciation for,individual achievements and builds an,atmosphere of trust and positivity and,the team flexibility and problem solving,is a must-have in a days work,environments make sure to include,phrases like show strong analytical,thinking and an ability to improve,processes when old ways are ineffective,displays an ability to take on new,challenges and up skill is able to use,constructive criticism to improve and,grow,finally creativity and innovation are,super important in the modern workforce,implementing new and innovative,techniques is crucial to achieving,business success if your employees doing,particularly well in these areas make,sure to include phrases like shows,curiosity an initiative to find new ways,of thinking to improve projects and,company performance is able to come up,with imaginative solutions to challenges,faced by the team its continuously,striving to innovate processes and,improve task or project outcomes,hopefully you found this video useful if,youre looking for even more inspiration,be sure to check out our blog Lowes 70,performance review phrases for more,examples of each of these areas thanks,for watching and dont hesitate to,contact us if you have any questions

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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