Performance Appraisal Phrase Book

The Best Words, Phrases, and Techniques for Performace Reviews

Corey Sandler, Janice Keefe

• Publisher: Adams Media
• Year: 2003
• eBook ISBN: 9781605508238
• Topic: Negocios y empresa
• Subtopic: Negocios en general

You'll never struggle with performance appraisals again! Do you dread writing employee performance evaluations? Do you struggle for hours to find just the right words of praise, avoid repetition, and tread the fine line between "constructive" and "criticism"? Performance Appraisal Phrase Book makes it easy for you. Featuring concise sections on how to write the evaluation, handle tricky legal issues, and verbally discuss the evaluation, this book also includes a directory of thousands of words and phrases appropriate for any type of written evaluation.You'll be able to find just the right way to assess:

• Accuracy and attention to detail
• Quality of work
• Work habits
• Teamwork and interpersonal skills
• Timeliness of work
• Work attitude

With Performance Appraisal Phrase Book at your desk, you'll get through reviews in a snap--and have plenty of time left to accomplish all your other managerial duties.

5

QUALITATIVE ATTRIBUTES

HOW SUCCESSFUL IS AN EMPLOYEE at making decisions, demonstrating loyalty to the organization, negotiating a deal, or making a presentation? These are all qualitative attributes that affect performance and productivity.

In your employee evaluation of qualitative attributes, be sure to connect attitudes and skills to specific goals and requirements of the job. In this section, for example, you'll find suggested language that says, “Does not deal well with unexpected deadlines and stress.”

Your full evaluation, then, could note that the employee “does not deal well with unexpected deadlines and stress, which are an ordinary part of the activity as defined in the job description. For example, the employee has consistently failed to meet regular deadlines for shipment of new products as noted in the attached report.”

• Adaptability to change
• Analytical skills
• Aptitude and competence
• Communication skills
• Creativity
• Decision-making skills
• Dependability and responsibility
• Initiative in accomplishing goals
• Judgment skills
• Logic skills
• Loyalty to the organization
• Motivation to accomplish tasks and goals
• Negotiating skills
• Oral presentation skills
• Persuasion skills
• Presentation skills
• Problem-solving skills
• Professionalism, standards, and ethics
• Quality of work
• Sales skills
• Secretarial and clerical skills
• Self-improvement and learning skills
• Writing skills

Adaptability to Change

Key Verbs

acclimates

adapts

deals

demonstrates

shows

welcomes

Key Nouns

assignments

capabilities

challenges

change

deadlines

demands

flexibility

policies

problems

procedures

reorganization

responsibilities

resructuring

skills

stress

tasks

versatility

Meets or Exceeds

• Able to adapt to changes in deadlines and changes in the nature of assignments.
• Able to deal with multiple, competing demands.
• Able to take on new tasks and responsibilities when necessary.
• Ably leads and participates in restructuring and reorganizational committees.
• Acclimates to changes easily.
• Adapts to change very well.
• Adapts well to new policies and reorganization.
• Deals well with reorganization and restructuring.
• Deals well with unexpected deadlines and stress.
• Demonstrates a broad range of skills and capabilities.
• Demonstrates flexibility in adapting to change.
• Is a multitalented individual.
• Is a strong candidate for assignments or promotion.
• Is a very versatile, flexible, and capable worker.
• Is always willing to accept new assignments.
• Is capable of more responsibility and challenges.
• Is open to suggestions and ideas of others.
• Shows initiative in seeking solutions to problems.
• Welcomes constructive change.
• Welcomes the opportunity to take on new responsibilities and challenges.
• Is willing to try new methods.
• Works well with other individuals and departments in dealing with change.

Needs Improvement

• Displays a very limited range of capabilities.
• Must become better able to deal well with unexpected deadlines and stress.
• Must find ways to adapt well to new policies and reorganization.
• Must show willingness to try new methods.
• Needs to be able to take on new tasks and responsibilities when necessary.
• Needs to better adapt to change.
• Needs to demonstrate ability to deal with multiple, competing demands.
• Needs to demonstrate better ability to acclimate to changes.
• Needs to demonstrate capability for more responsibility and challenges.
• Needs to demonstrate flexibility in adapting to change.
• Needs to learn to adapt well to changes in deadlines and changes in the nature of assignments.
• Needs to readily accept change in policies or procedures.
• Should be more willing to accept new assignments.
• Should be more willing to participate in restructuring and reorganizational efforts.
• Should demonstrate an interest in taking on new responsibilities and challenges.
• Should show more initiative in seeking solutions to problems.
• Should strive to be more flexible in performance of work.
• Should strive to demonstrate capability for additional assignments or promotion.
• Should strive to work better with other individuals and departments in dealing with change.
• Should welcome constructive change.
• Should work to better embrace reorganization and restructuring efforts.
• Should work to display a broader range of skills and capabilities.

Unsatisfactory

• Does not adapt well to change.
• Does not adapt well to changes in deadlines and changes in the nature of assignments.
• Does not adapt well to new policies and reorganization.
• Does not deal well with reorganization and restructuring.
• Does not deal well with unexpected deadlines and stress.
• Does not demonstrate versatility and flexibility.
• Does not display a broad range of skills and capabilities.
• Does not readily accept change in policies or procedures.
• Does not show initiative in seeking solutions to problems.
• Does not work well with other individuals and departments in dealing with change.
• Fails to demonstrate flexibility in adapting to change.
• Has not demonstrated candidacy for additional assignments or promotion.
• Has not shown ability to acclimate well to changes.
• Has not shown capability for more responsibility and challenges.
• Has shown inability to deal with multiple, competing demands.
• Is not able...

Table of contents

• Cover Page
• Title Page
• Copyright
• Contents
• INTRODUCTION
• CAN PERFORMANCE REALLY BE EVALUATED?
• INSIDER TIPS FOR EMPLOYEE EVALUATION
• LEGAL MATTERS
• STRATEGIES FOR DEALING WITH UNSATISFACTORY PERFORMANCE
• QUALITATIVE ATTRIBUTES
• QUANTITATIVE ATTRIBUTES
• MANAGEMENT SKILLS
• PERSONALITY AND HUMAN RELATIONS
• PROFESSIONAL SKILLS
• ABOUT THE AUTHORS