passive voice in the quality of work performance review phrases:. To avoid the passive voice, you need to give feedback by centering your employee in the language that you use.

While you might think that comparing your employee to a model team member or a coworker in a similar situation might be helpful, the results can harm not only productivity, but also morale, confidence, and mental health.

In the modern workplace, managers need to take care to promote individuality and understand that each of their team members will take different paths to achieve their goals and to complete tasks.

One employee might be a high achiever, but they could be at risk of burnout, while another is slower to hand in work but has a higher rate of accuracy and attention to detail. Comparing employees to their colleagues also breeds unhealthy competition in the workplace. While healthy competition can help to promote productivity and even collaboration, unfairly comparing one employee to another can create rifts in teams and even promote taking shortcuts on tasks to get ahead.

With that in mind, you need to be aware that negative performance review phrases — that is, phrases that are construed as solely negative by the employee — often feature these comparisons. Now that you know what the best practices are for performance reviews and key things to avoid, the following examples will help you to better understand how to conduct an effective performance conversation with your employees.

In the following section, this article will cover both positive and needs improvement performance review phrases for each key skill. If you want to grab the following examples and save them for later use, you can download our effective phrases for performance appraisals pdf here.

With that in mind, performance review phrases for teamwork are important to note, but as mentioned earlier, you have to be wary of comparing your employee to their coworkers. In a study , a lack of communication and miscommunication was attributed to increased levels of stress, project failure, poor company morale, lost sales, and missed performance goals.

Having strong communication skills is often demanded by job descriptions, but it also needs to be reviewed regularly during the performance management process to keep teams working at peak efficiency. A negative employee is more likely to be disengaged at work and is at a higher risk of quitting than someone with a more positive attitude.

However, given that employees with bad attitudes can also drag the morale of the team down with them, you need to give employees feedback about how their attitude and behavior is affecting their work, colleagues, and even career development in your organization.

According to a psychological study from , goal-setting has the potential to motivate employees towards a higher level of performance , as well as increase overall levels of effort at work.

While some organizational strategies will have to come from a managerial level, such as organizational apps or better internal processes, employees should also be encouraged to improve their own organizational skills through the performance management process.

Many organizations rely on their employees having a physical competency with certain types of machinery or software. Otherwise, you risk losing them to a new organization that promises that challenge. Performance review examples are essential to employee development and can provide valuable feedback for both the employee and employer.

Effective performance reviews should be objective, constructive, and focused on specific behaviours or outcomes. It also covers topics such as attendance, punctuality, and adherence to company policies. Additionally, performance reviews provide an opportunity to discuss career aspirations and training or development needs.

By conducting regular performance reviews, employers can ensure employees are engaged, motivated, and continually improving. co supports two types of performance reviews— standard reviews, and affinity-based reviews. Standard reviews— also called conversation and feedback reviews— allow HR administrators to customize a collection of open-ended questions answered by both managers and reviewed employees.

This not only gives employees ample opportunity to voice their opinion on their performance and perspective, but also allows managers to review their answers and dedicate time and attention towards crafting responses.

This written component usually precedes a one-on-one meeting. When managers have the opportunity to read employee thoughts early, then can prepare their comments in advance and have a more productive conversation with the employee.

Affinity-based reviews are reliant on competency rating scales to help quantify employee skills and attributes. This type of review is commonly used when conducting a degree review that includes peer reviewers. Managers can derive both quantitative and qualitative information from this review, as well as hear the perspective of the reviewed employee and their peers.

Reviewers can comment on competency ratings and craft positive feedback and constructive criticism ahead of an in-person meeting with the reviewed employee. Very few managers relish the idea of holding a performance management review, which is why having a base knowledge of useful comments and phrases can help to save time and make the process more efficient.

Managers need to keep in mind that all of their employees are individuals and have different beliefs, drives, and motivations. Performance reviews inspire nerves for both sides — the employee and the manager.

Fortunately, things become at least a little bit easier once you get the conversation rolling, and this guide can help. Enable better performance reviews now by helping your employees improve with GoSkills bite-sized courses and free, flexible LMS.

It's easier than ever to track and manage your team's training with the GoSkills LMS. Kat is a writer specializing in career, self-development, and productivity topics.

When she escapes her computer, she enjoys reading, hiking, golfing, and dishing out tips for prospective freelancers on her website. Onboarding your team using videos is a dynamic and effective way to train new hires.

Here are five actionable ways you can use videos for employee onboarding. Artificial intelligence and machine learning are getting more powerful. Toggle navigation GoSkills. Courses Courses Train your organization Supercharge your organization with expert-led business and productivity courses.

Learn more Learn on your own Earn certifications for the most in-demand skills with unlimited access to all GoSkills courses. Explore courses LMS Course builder Resources Pricing Organization pricing Individual pricing Pricing Search Sign up Log in Go to dashboard Log in Signup Go to dashboard.

What is a performance review? What are the benefits of performance reviews? When you deliver feedback effectively, you can get the best work out of your direct reports. One study found that 72 percent of respondents thought their performance would improve if their managers would provide more corrective feedback.

Engagement: Employees want feedback. Retention: It makes sense that satisfied employees stick around longer. Data from Gallup shows that frequent, strengths-based feedback can reduce turnover by nearly 15 percent.

Career Development: A performance review is a chance for managers and direct reports to connect about career goals, and how the company can support employees in pursuing those ambitions.

They make your employees feel supported and encouraged, as well as allow you to collaboratively hash out action items to pursue their career goals. Want to boost your team's success? Learn why training and development matters and how to do it right!

Enter your email address. A better way to train It's easier than ever to track and manage your team's training with the GoSkills LMS. Start for free. Loved this? Subscribe, and join , others. Get our latest content before everyone else.

Unsubscribe whenever. Your email address. Kat Boogaard Kat is a writer specializing in career, self-development, and productivity topics.

Recommended 5 Actionable Ways to Use Videos for Team Onboarding Onboarding your team using videos is a dynamic and effective way to train new hires.

This way, employees can bring up sensitive topics, problems or issues they wouldn't bring up in a group setting. Be aware of quieter, more introverted employees, as a one-on-one may not be the best solution.

It can put a lot of pressure on the employee to be open about their issues, something not everyone is comfortable doing face-to-face. Some may prefer the anonymity an online survey provides.

It's definitely something to consider when selecting which method of collection to use. Naturally, the comments you receive will be both positive and negative.

The first step to analyzing your employee feedback is to organize the comments based on sentiment. This helps you identify two things -- what actions you should continue doing and what needs to be addressed as soon as possible.

The entire basis of collecting employee feedback is to improve the business for your staff and customers. Showing that you are committed to closing the loop and addressing employee feedback improves retention.

After you've collected employee feedback, it's time to sort through the clutter and organize the comments into categories. Once you've decided on the categories you'd like to use, separate the comments into subcategories if needed.

For example, sort comments by issues that deal with culture, productivity, or process. Sorting comments into subcategories is simply a way to help you organize your thoughts and figure out how to approach each issue. Now that all the employee feedback you've collected is organized, you can begin to summarize the results.

Summarize them in the best format possible for your team to digest, whether that be a snazzy powerpoint presentation or an informal meeting. Once the team is informed, it's time to create an action plan to address feedback with your employees.

The best, most actionable feedback is specific feedback. Speaking in generalities is confusing for employees and doesn't provide a clear path to improve. Be as specific with your feedback as you can be. Instead of telling a sales person they need to improve their sales, provide specific suggestions for what they can do to improve.

Could they follow up faster? Could they improve their pitch or the copy of their emails? Without specific feedback they'll continue to slump without a clear direction to head towards. Don't wait too long to hold employee reviews. The worst thing a manager can do is put off meeting with their team members on a regular basis, as this indicates a lack of caring.

If you can't carve out a few minutes to check in with your staff, what does that say about how much you care? Employees who are never given feedback tend to feel ignored or unappreciated. It's a problem that will grow over time and eventually create larger problems throughout the organization.

Don't wait to hold review. Before you sit down to deliver your feedback, remember to focus on your employee's behaviours, not personality. By focusing on behaviours instead of personality, you're giving actionable feedback on something one can change. Personality, on the other hand, is trickier.

For example, an employee may take offense to your criticism if you mention how lethargic they appear to be on the sales floor. Instead of focusing on an aspect of their personality, recommend how they can improve their behaviour by projecting their voice when speaking or to make the first move.

Give your employee criticism that is actionable for greater results. When it comes time to deliver feedback to an employee, your best bet is to do it in person. No other form of feedback is as effective than an in-person meeting. Schedule a one-on-one sit down with your team member to discuss where things need improvement.

During your meeting, show that you respect their time with the following cues -- maintain eye contact, listen attentively, and ask questions. At the end of your feedback session, make it known that training is available.

The best organizations provide opportunities for their employees to improve. An education allowance, for example, is a common perk at many top-tier companies. Employees can access their education budget for things like books, online courses, and certifications.

Lastly, it's important to remember to consistently recognize top performers and those who show improvement. Employees need to feel appreciated and know they are contributing to the overall company mission. Otherwise, they will grow resentful, bored, and unhappy, which ends up affecting company morale.

Make it a point to recognize every employee that contributes their best effort. Even a simply stated compliment, "Great job on the last campaign!

Promotions and raises are great, but the little actions make a big difference as well. This means that each quarter should be assessed using the same rubric throughout the entire year. That means, if you use the below employee review template in Q1, you should also use it again in Q2 and Q Employers can then use the expanded version above for their annual review.

At large organizations, there may not be enough resources in order to devote the time needed to conduct quarterly performance reviews for every employee. This is also true in the case of a supervisor who has a large number of direct reports working for them whereby time management is their main issue.

In these situations, an annual performance review would work best, especially if the employees being evaluated are experienced in their line of work and have been with their company for a long time. In this employee review template, staff are evaluated on only four factors: ability, goals, areas of improvement, and core values:.

Annual evaluations are typically geared towards determining employee raises and discretionary bonuses. Regular one-on-one meetings between direct reports and managers throughout the course of the year would be a great way to supplement this process.

This annual employee review template can simply include scores out of etc. in each box. Or put notes in each section to explain the overall performance score. This being said, annual appraisals would need to take a more general approach to evaluating employees than just providing a summary of their performance over the year.

The following employee review template takes a graphic approach and neatly summarizes overall performance using a score out of for factors such as adaptability and project quality:.

Aside from the categories in the template above, there are a number of other factors that employers can use to evaluate performance. Even if you want to do a basic performance review, you should always include:.

This performance review mind map shows the basics for setting up a simple yet effective performance review—from setting specific goals to soliciting employee feedback. While other, larger companies may use performance reviews to summarize employee performance, help to calculate the priorities of the new year, adjust compensation or establish bonus amounts.

An HR checklist can come in handy to streamline the process. Each of these simple employee review templates are easy to edit in our online editor. Customize the text to match your own criteria, add your brand colors, upload your logo, add or delete pages and then share a private link or download in PDF or PowerPoint formats Business Plan only.

This template uses quadrants to see how employee and manager evaluations match. Or only use it for self-assessments or manager assessments. This more traditional performance review template focuses only on big categories, like meeting goals, areas of excellence and areas of improvement.

The below form is an even more condensed version of the above. Use it for a quarterly review to keep things focused or even for an annual review to help you and your report stick to the most important points.

Change the text to include your own categories of evaluation. Grappling with what to say at your next performance review? Choosing the right words is important to make the review as constructive as possible, not to mention motivating for your employee.

If you want to see a list of common skills you can comment on for your employees, check out this section. With a people-focus within our company, we are passionate about continuous learning and improvement, self-reflection, creating great customer experiences , owning our jobs, teamwork and making our office feel like a second home.

It should come as no surprise that our leadership team spends a considerable amount of time at the end of each quarter conducting performance reviews with each of their direct reports.

Having an employee-friendly performance review process can not only make or break the development of your employees and but also disrupt the relationship between managers and their reports. The satisfaction gained from an increase in employee engagement and people power will make the effort expended on administering performance reviews entirely worthwhile, and ensure you have more effective reviews moving forward.

Take notes of the effective performance review phrases you can use during any of review sessions, as well as creating a visually appealing assessment using Venngage performance review templates. Cookie settings Accept all cookies. Manage Cookies.

Learn More. Accept All Reject All. Strictly Necessary Cookies Always Active. Show cookie providers. Functionality Cookies. Performance Cookies. Targeting Cookies. Product Solutions Templates Learn Pricing.

Features Explore our product features. Accessibility Check for contrast, colors, and more. Infographic Maker Brochure Maker Poster Maker Timeline Maker Letterhead Maker Graph Maker Mind Map Maker White Paper Online Ebook Maker Flyer Maker Roadmap Maker Genogram Maker CV Maker Pie Chart Maker Newsletter Creator Case Study Generator Business Plan Maker Pamphlet Maker Organizational Chart Maker Proposal Maker Diagram Maker Coupon Maker Report Maker Decision Tree Maker Calendar Maker Flowchart Maker Checklist Maker Presentation Maker Family Tree Maker Swot Analysis Maker Spider Diagram Maker.

For teams. Executive Leadership Lead with style. Marketing Create better materials. Human Resources Communicate more efficiently. Operations Manage systems better. Product Development Go to market with visuals.

Project Management Keep projects aligned. Sales Convert more customers. Healthcare Share vital information. Finance Simplify complicated info. Real Estate Communicate better.

Popular Templates. Infographic Templates. Data Visualization Templates. Presentation Templates. Educational Resources. Blog Read our articles and guides. Webinars Learn from the experts.

Help Center Get help and support. Plan Types. Log in Sign up for free. Log in Sign up. What we offer. Infographic Maker. Brochure Maker. Poster Maker. Timeline Maker. Letterhead Maker. Graph Maker. Mind Map Maker. White Paper Online. Ebook Maker. Flyer Maker. Roadmap Maker.

Genogram Maker. CV Maker. Pie Chart Maker. Newsletter Creator. Case Study Generator. Business Plan Maker. Pamphlet Maker.

Organizational Chart Maker. Proposal Maker. Diagram Maker. Coupon Maker. Report Maker. Decision Tree Maker. Calendar Maker. Flowchart Maker. Checklist Maker. Presentation Maker. Family Tree Maker.

Swot Analysis Maker. Spider Diagram Maker. Executive Leadership. Human Resources. Product Development. Project Management. Real Estate.