Performance appraisal guides

1. Ebook: Phrases For Performance Appraisals
New 'phrases For Performance Appraisals' Resource Guide Offers Sample Phrases In Various Categories Of Kpis Used By Professionals To Write Their Performance Reviews...

2. Managers Guide To Performance
Learn How To Manage Your Staff For The Best Results! Simple Step-by-step System...

3. Performance Review Templates
Brilliant E-manual + 8 Bonus Training Mp3s To Teach Managers/supervisors How To Conduct Performance Appraisals...


1. Interpersonal Skill phrases

a. Positive Appraisal Phases

• Pete is a very interesting colleague to work with.

• Bill always knows how to establish a good rapport with other team members.

• Jane gets on well with other people easily. She has a very good communication
skill.

b. Negative Appraisal Phases

• It’s rarely for Tide to appreciate other members’ performance. He shall
only upset those around him.

• During his path, Ryan has gained nothing but left traces of bad relationship
with others.

• Paula tends to stand alone in the corner among a crowd. It’s hardly to
communicate with her.

2. Teamwork Skill phrases

a. Positive Appraisal Phrases

• Maria is a good team member. She is very cooperative and helpful in times
of need.

• Out team’s success depends on the performance of each member and Bill’s
ability to coordinate such performance together.

• Ben doesn’t care who receives the credit. He only cares about how to get the job done excellently.

b. Negative Appraisal Phases

• Andrea is more suitable to an individual-focused environment than a group-work environment.

• Esther directed each member toward accomplishing their tasks; she didn’t focus on coordinating them toward one common goal, however.

• Olive still doesn’t get it the benefit and efficiency of sharing the tasks with others.

3. Working Attitude phrases

a. Positive Appraisal Phases

• Thom can maintain his cheerful attitude under any situation, good or bad. Such attitude helps us always keep enthusiastic.

• Angle has strong and firm personality which is reflected in her calm attitude
toward any situation. That’s a great trait to look up to.

• Bob always look at the bright side of the situation. He is one of a few that
we can count on every time.

b. Negative Appraisal Phases

• Terry is quick to dissatisfy with his work. He should consider how
negative such attitude can affect those around him and change that behavior.

• Lindsay is a good person; however, she is very vulnerable against any
criticism. Such fragile characteristic of hers is not much good to the team.

• To put it simply, Jim’s negative attitude shall affect negatively on the team
performance. He should change that.

4. Communication Skill phrases

a. Positive Appraisal Phases

• Barry always knows the important and necessary information to share with
other colleagues.

• One of Jane’s talents is that she can communicate very well with other
people.

• Brenda has such a competent communication skill.

b. Negative Appraisal Phases

• Tom’s word is not reliable anymore. His poor communication skill only
gives us less trust.

• Justine only gives our customers a negative image of the company.

• Jim is not good at communicating with others, both in written or verbal
manner

5. Cooperation phrases

a. Positive Appraisal Phases

• Greg is such an important element in boosting the team’s morale.

• Peter always looks at criticism as an opportunity to improve himself even
better.

• Danny is very sensible to other people’s feelings.

b. Negative Appraisal Phases

• Bob cannot stand it when people do not help him when he required; he,
however, refuses to give assistance to others when being required.

• Bill is too focused on individual method but ignores the benefit of group
work.

• Instead of utilizing the abilities of whole group, Holly often gives up the
task for such simple reasons as she doesn’t know how to do it.

6. Creativity phrases

a. Positive Appraisal Phases

• Jim is very creativity and is a great asset in time of need.

• Sally has such innovative approach in daily work, which prevents the team
from boredom.

• Clinton
always knows to add something in his tasks and projects, which makes them ever
exciting and fun to do.

b. Negative Appraisal Phases

• Jennifer rarely considers new ideas or approaches, even if the progress
has come to a standstill state and needs a change.

• Kailan should be more creative in his tasks and projects.

• Ally is unwilling to take up any risk of applying new changes


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11 methods for performance review



(Tools of ) Performance appraisal methods include 11 appraisal methods / types as follows:

1. Critical incident method

This format of performance appraisal is a method which is involved identifying and describing specific incidents where employees did something really well or that needs improving during their performance period.

2. Weighted checklist method

In this style, performance appraisal is made under a method where the jobs being evaluated based on descriptive statements about effective and ineffective behavior on jobs.

3. Paired comparison analysis

This form of performance appraisal is a good way to make full use of the methods of options. There will be a list of relevant options. Each option is in comparison with the others in the list. The results will be calculated and then such option with highest score will be mostly chosen.

4. Graphic rating scales

This format is considered the oldest and most popular method to assess the employee’s performance.
In this style of performance appraisal, the management just simply does checks on the performance levels of their staff.

5. Essay Evaluation method

In this style of performance appraisal, managers/ supervisors are required to figure out the strong and weak points of staff’s behaviors. Essay evaluation method is a non-quantitative technique. It is often mixed with the method the graphic rating scale.

6. Behaviorally anchored rating scales

This formatted performance appraisal is based on making rates on behaviors or sets of indicators to determine the effectiveness or ineffectiveness of working performance. The form is a mix of the rating scale and critical incident techniques to assess performance of the staff.

7. Performance ranking method

The performance appraisal of ranking is used to assess the working performance of employees from the highest to lowest levels.
Managers will make comparisons of an employee with the others, instead of making comparison of each employee with some certain standards.

8. Management By Objectives (MBO) method

MBO is a method of performance appraisal in which managers or employers set a list of objectives and make assessments on their performance on a regular basis, and finally make rewards based on the results achieved. This method mostly cares about the results achieved (goals) but not to the way how employees can fulfill them.

9. 360 degree performance appraisal

The style of 360 degree performance appraisal is a method that employees will give confidential and anonymous assessments on their colleagues. This post also information that can be used as references for such methods of performance assessments of 720, 540, 180…

10.Forced ranking (forced distribution)

In this style of performance appraisal, employees are ranked in terms of forced allocations.
For instance, it is vital that the proportions be shared in the way that 10 or 20 % will be the highest levels of performances, while 70 or 80% will be in the middle level and the rest will be in the lowest one.

11. Behavioral Observation Scales

The method based on the scales of observation on behaviors is the one in which important tasks that workers have performed during their working time will be assessed on a regular basis.

For more details of each methods, pls click here: http://www.humanresources.hrvinet.com/performance-appraisal-methods/

Top performance appraisal materials

1. Phrases For Performance Appraisals
New 'phrases For Performance Appraisals' Resource Guide Offers Sample Phrases In Various Categories Of Kpis Used By Professionals To Write Their Performance Reviews.

2. Managers Guide To Performance
Learn How To Manage Your Staff For The Best Results! Simple Step-by-step System.

3. Performance Review Templates
Brilliant E-manual + 8 Bonus Training Mp3s To Teach Managers/supervisors How To Conduct Performance Appraisals

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