Phrases For Performance Appraisals · Web viewIt will help you overcome your writer's block through using of key phrases used by thousands of professionals to write their performance

Phrases For Performance Appraisals

Key Phrases For A Well-Written Appraisal

David Russell

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www.PhrasesForPerformanceAppraisals.com

http://www.PhrasesForPerformanceAppraisals.com/

www.PhrasesForPerformanceAppraisals.com_____________________________________________________________________________________________________________________

ContentsOverview.....................................................................................................................................................3

How To Use This Resource Guide................................................................................................................3

Key Performance Indicators........................................................................................................................6

Attitude....................................................................................................................................................6

Initiative & Resourcefulness....................................................................................................................8

Dependability and Trust........................................................................................................................10

Work Quality.........................................................................................................................................12

Communication.....................................................................................................................................14

Job Knowledge and Expertise................................................................................................................16

Organization Ability...............................................................................................................................18

Team Commitment................................................................................................................................20

Results Oriented....................................................................................................................................22

Planning and Judgment.........................................................................................................................24

Passion and Responsibility.....................................................................................................................26

Score Summary..........................................................................................................................................28

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OverviewThis Phrases for Performance Appraisals Resource Guide offers sample phrases in various categories of Key Performance Indicators (KPIs) used widely by companies around the world. It will help you overcome your writer's block through using of key phrases used by thousands of professionals to write their performance reviews.

You will benefit from the following:

Immediate removal of your writer’s block as it gives you new phrases to use and modify to improve your appraisal comments

Allows you to write very professional and concise appraisal phrases which highlight clearly your strength and achievements

Impress readers of your appraisal – your boss and HR manager

You can use it for your self-appraisal or your employees’ appraisal

You can use it to moderate (through the simple scoring system) the performance of a few employees that you are appraising

How To Use This Resource GuideFor Self-Appraisal

Choose from the categories below those KPIs which are most relevant to your appraisal.

Attitude

Initiative & Resourcefulness

Dependability and Trust

Work Quality

Communication

Job Knowledge and Expertise

Organization Ability

Team Commitment

Results Oriented

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Planning and Judgment

Passion and Responsibility

For each category, you will see a collection of positive and negative phrases which you can use and modify to suit your specific context in which you are appraising your performance. What you need to do is to change the name or pronoun to “I” or “my” and the appropriate phrases. For example,

“I have delivered all my tasks punctually and can be depended on to finish any assigned tasks on schedule”

“I am able to write very well and present information succinctly”

“I am very driven by results and work hard to ensure I achieve the goals I set for myself”

For performances below expectations, soften the impact on your performance with phrases like

“An area where I will need to improve on will be to give myself more preparation time so that I can be more confident during presentations”

“I will need to improve on my sales closure by honing my skills in negotiation”

“My focus this year is to improve my communication skills by attending the Effective Communication course scheduled in the month of March”

For Employees’ Appraisal

Similarly, for employees’ appraisals, use the positive and areas for improvement phrases as suggested above. Change the names and pronoun appropriately.

For moderation of employees performance, you may wish to use the scoring system and the excel spreadsheet. The steps are as follows:

Under “Name of Employees Being Appraised” change the names accordingly

Decide on the appropriate categories and list of KPIs to appraise the employees

Evaluate and score each employee with the following scores

o 1 point for Poor (positive phrases) or -1 point for Least Improvement (areas of improvement phrases)

o 2 points for Below Average (positive phrases) or -2 points for Below Moderate Improvement (areas of improvement phrases)

o 3 points for Average (positive phrases) or -3 points for Moderate Improvement (areas of improvement phrases)

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o 4 points for Above Average (positive phrases) or -4 points for Above Moderate Improvement (areas of improvement phrases)

o 5 points for Good (positive phrases) or -5 points for Lots of Improvement (areas of improvement phrases)

Note: the excel spreadsheet has been configured such that when you key in the scores for each KPI, the sub-total and grand total scores will be populated accordingly.

Once you have completed the evaluation, refer to the last tab “Grand Total” to review the overall performance of each employee. The employee with the higher grand total score performs better.

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Key Performance Indicators

AttitudeKey Performance Indicators Name of Employees Being

AppraisedAttitude Mary Jane Peter Sam

Positive Phrases Displays strong positive attitude when under pressure

Has a positive outlook for work and life in general

Highly self motivated person who is focused on achieving the goals given to him

Demonstrates a strong sense of responsibility and ownership over his task

His positive attitude is clearly reflected in the way he addresses challenges at work

His positive attitude motivates others

She has a never-give-up mentality towards work and problem solving

His can-do attitude helps him overcome many challenges at work

She is willing to try anything to overcome challenges to complete the tasks

No obstacles can stop him from achieving his goals

Highly motivated with a strong drive and passion to complete all tasks given

His positive attitude makes him extremely likeable by peers

Colleagues look up to him for motivation

He is always helpful and supportive to his peers

Always respond to setback positively

Always keen to help others work towards the company goals

His positive attitude helped him achieve the best employee award this year

Customer likes him because his positive attitude is motivating

The company treasures her because her positive attitude has strong influence over the rest of the employees

He always volunteer to help anyone

Always keen to learn and contribute

Always participative in discussion and teamwork

His attitude is to accept responsibility and do a great job

His positive attitude earns him respect and trust from his peers

Accepts positive feedback readily and makes the effort to improve

Phrases For Areas of Improvement His uninterested attitude at work is bad influence on the others

Always have negative thoughts about his job and the tasks at hand

Dismisses feedback and shows no willingness to change

Frequently display negative attitude when under pressure

Has a negative outlook for work and life in general

Highly unmotivated person who frequently give up when faced with even small obstacles

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Key Performance Indicators Name of Employees Being Appraised

Attitude Mary Jane Peter Sam Does not take responsibility and ownership over his tasks

His negative attitude is clearly reflected in the way he addresses challenges at work

His negative attitude drives his peers to stay away from him

She gives up quite easily when under slight pressure

His unwillingness to try attitude often gets him into trouble

She is often unwilling to try new ideas and would allow little challenges fail her

Often fails to overcome obstacles due to his easy to give up attitude

No strong sense of motivation to achieve her goals

His negative attitude frequently frustrates his team mates

His peers often shy away from him because of his negative attitude and behavior

He hardly volunteers to help his peers

Always respond to setback negatively

Often distract others from achieving their goals

Often pushes work and tasks away to his peers

Seldom reachable as he is not responsive to emails and calls

Tries often to argue his way out of doing any additional work

Hardly volunteers to do the extra work

His attitude is to do minimal to meet performance expectations

Seldom participate in discussions during meetings

Sub-Total Score

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Initiative & ResourcefulnessKey Performance Indicators Name of Employees Being

AppraisedInitiative & Resourcefulness Mary Jane Peter Sam

Positive Phrases Always full of initiatives and ideas

Very resourceful and always get things done

Encourages new ideas and alternative approaches

Always find new ways to solve problems

Often goes out of the way to seek resolution to problems

Always willing to try out new ideas

Very creative when it comes to problem solving

View problems as challenges and use creative approach to solve them

Takes initiative to highlight areas of improvement to management

Look out for opportunities to improve herself

Proactively gets herself involved in new area of work

Proactively volunteer to help others

Does things differently and creatively

Often seeks to improve the working environment

Willing to experiment with new ideas to improve the company performance

Displays lot of initiatives at work

Highly independent as she will make sure she keeps herself occupied

He went the extra mile to source for another way of solving the critical problem in the project

She creatively developed a walk around solution for the problem

She acquired new application to solve the problem

He developed new technique to overcome the technical issue

Frequently initiate work without direction and supervision

Works independently without supervision

Always on the lookout for better ways to do her job

Her creativity is always sought after by her peers

Phrases For Areas of Improvement Often lacks initiatives to get the work done

Often wait for instructions and directions before getting things done

Not keen and participative in brainstorming sessions

Lacks initiatives in finding new ways to solve problems

Often limits herself to current approaches to problem solving

Not very creative and lacking in ideas often

Very traditional when it comes to problem solving

View problems as obstacles and lacks creative drive in solving them

Lacks initiative to highlight areas of improvement to management

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Initiative & Resourcefulness Mary Jane Peter Sam Unwilling to learn new skills to improve herself

Comfortable in her current responsibilities and not willing to be creative

Not willing to think out of the box

Not able to contribute effectively to improve sales

Unwilling to improve the working environment

Reluctant to experiment with new ideas to improve the company performance

Unable to effectively think out of the box

Highly dependent on her supervisor guidance

Fail to generate creative ideas to address the sales decline

Often reactive to problems and unable to solve them quickly

Unable to work independently without supervision

Fails to develop new technique to overcome the technical issue without supervision

Hardly shows any initiatives beyond her scope of work

Often need to be reminded to get certain things done

Unable to source simple solutions for minor issues

Highly disciplined mind with very structured thought process resulting in lack of creativity

Sub-Total Score

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Dependability and TrustKey Performance Indicators Name of Employees Being

AppraisedDependability & Trust Mary Jane Peter Sam

Positive Phrases Able to build trust by communicating openly with peers

Dependable, decisive, efficient and always delivers her work on time

Never one to shy away from work, she demonstrates responsibility when performing her duties

Highly dependable to deliver great quality work

Very responsive to emails and calls, and quick to extend help to others

Demonstrates integrity and honesty in all his business dealings

His dedication to work is both remarkable and impressive

He rose to the challenge and went beyond the call of duty by shouldering the responsibility to resolve the issue quickly

He is committed to any assignments given to him and always delivers on time

He is dependable and reliable always to meet targets and tight schedules

She never once failed to deliver, earning him the reputation of being the best, most trustworthy and dependable staff

His trustworthiness has earned him respect from his peers

Her dedication and dependability is widely recognized by the management

She is exemplary when it comes to delivering projects on time

An honest employee with high integrity

His credibility is well acknowledged by peers and customers

She has received many positive feedback on his integrity and trustworthiness from customers

He delivers his tasks punctually and can be depended on to finish any assigned tasks on schedule

He delivers messages truthfully and in appropriate manner

She maintains her core values both under good or bad circumstances

He is always respectful to others

He is proactive in reporting mistakes and own errors to others

He makes decision on the basis of the what is the "right thing to do"

He always follow through on commitments and promises

Admits his mistakes readily and willing to correct them quickly

Phrases For Areas of Improvement Unable to build trust with peers through open communication

Often miss deadlines for tasks given

Often shy away from work and does not go beyond her areas of duty

Often not dependable to deliver great quality work

Often fail to respond to emails and calls in time

Fails to demonstrate integrity and honesty in many business dealings

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Dependability & Trust Mary Jane Peter Sam His reputation for not being committal to work precedes him

Fails to shoulder the responsibility to resolve the issue quickly

Often not committed to assignments given to him and frequently delivers late

He is not dependable for critical assignments as he often misses deadlines

Frequently fails to deliver, earning him the reputation of being the most untrustworthy and undependable staff

He is not respectful to others and is not trusted by customers

Her lack of dedication and dependability is common knowledge in the organization

Her inability to deliver projects on time on numerous occasions resulted in customer dissatisfaction and low morale for the project team

Her integrity has been questioned many times

He lacks credibility in his area of work

He has received many negative feedback on his integrity and trustworthiness from customers

He needs constant reminders to complete his tasks on time

He is not able to deliver bad news in an appropriate manner

She is easily swayed by opposing values in trying circumstances

He shows lack of respect to others

He often does not own up to his mistakes

He needs to go through a more thorough decision making process

She does not deliver on commitments and promises

Unwilling to admit mistakes or make necessary corrections

Sub-Total Score

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Work QualityKey Performance Indicators Name of Employees Being

AppraisedWork Quality Mary Jane Peter Sam

Positive Phrases He is meticulous and produces very high quality results

She always check her work very thoroughly before submission

Customers are very happy with her quality of work

He takes extreme care when analyzing the results to make sure they are accurate

She is known to be very meticulous in her work

He strives for accuracy and quality when delivering the annual report

He adheres very closely to the quality check process to make sure every steps are covered comprehensively

Demonstrates strong sense of commitment to deliver quality work

Produces high quality of work consistently

Often received compliments from customers for great work done

Recognized company wide as the person who produces quality work always

Continuously seeks to improve processes to enhance the product performance

Never fail to product excellent results

Works hard to make sure he produces high quality results

She adds value to her colleagues and contributes effectively to the company

He received the company quality awards for the past 3 years

He is consistently nominated as the best employee from the QC department

Always looking for better ways to improve the product performance

Always looking to new ways to speed up the development process to make it more cost effective

He hardly makes errors as he is very careful in his work

Her workmanship is excellent

Always efficient and productive in her work

A meticulous worker who pays attention to details at all times

She takes a lot of pride in her work and always double checks them before submission

Displays commitment to produce quality work always

Phrases For Areas of Improvement He needs to check his work more thoroughly before submission

She needs to be more meticulous in her work

Customers often feedback about her quality of work has not been very positive

He needs to be more careful when analyzing results to make sure they are accurate

She is known to be careless in her work

He often fails to report accurately and truthfully on the sales forecast

He tends to miss certain steps in the quality check process resulting in poor quality output

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Work Quality Mary Jane Peter Sam Tend to be uncommitted to delivering quality work

His quality of work is very inconsistent

Often received complaints from customers for poor work done

Recognized company wide as the person who tends to slip on work quality

Demonstrates lack of willingness to improve processes to enhance the product performance

Seldom produce the results as expected of him for the role and responsibility he holds

Needs to better equip himself with the necessary skills to produce better quality results

She is unable to value to her colleagues and contribute effectively to the company

He needs to work harder to qualify for the company quality awards

He is lacks drive to deliver quality work and is often careless

She seldom focus on work quality and would often rush through her work

Unwilling to look for new ways to speed up the development process to make it more cost effective

He often makes errors as he is very careless in his work

Her workmanship needs improvement

Tend to be inefficient and unproductive in her work

A careless worker who pays little attention to details at all times

She does not seem to be proud of her work and often make mistakes

He is unable to contribute to the team effort due to lack of knowledge and poor work quality

Sub-Total Score

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CommunicationKey Performance Indicators Name of Employees Being

AppraisedCommunication Mary Jane Peter Sam

Positive Phrases Conducts regular and effective meetings with staff to exchange and clarify

information

Actively listens to ideas and suggestions

Communicates with supervisor and peers effectively

Organizes & expresses ideas and information clearly

Uses appropriate and efficient methods of conveying the information

Communicates accurately & honestly in an open, candid and respectful manner

Presents clear and accurate information, verbally and/or in writing

Actively listens to others for understanding and deals effectively with difficult situations

He speaks to be understood and is always very clear with his messages

A very effective communicator who is able to hold the crowd well

Inspiring speaker who motivates others very effectively

He writes very well and presents information succinctly

She is able to capture information in very clear concise context

Exceptional ability to make complex matters simple to understand

A well sought after speaker who speaks with confidence and passion

Strong ability in articulating the key messages simply and clearly

Very detail in her communications and writing

His verbal communication skills are exception

He has the gift of the gap which he uses to his advantage to rally the support of the players

Soft spoken but very firm person

Precise and detail in her tasking and communications

Give very clear directions and instructions

Effective in conveying messages in writing and verbally

Presents facts and information very well

His documents are very clear and concise always

Phrases For Areas of Improvement Avoids organizing meetings with staff to exchange and clarify information Usually not open to ideas and suggestions put forward by others Lacks communication skills to engage different levels of stakeholders in the

company Unable to express ideas and information clearly Does not utilize appropriate and efficient methods of conveying the information Does not communicate in an open, candid and respectful manner Needs to present information either verbally or in writing in clearly and accurately Needs to give himself more time for preparation so that he can be more confident

during presentations He needs to ensure that his messages are clear to the target audience One of his goals this year is to improve his presentation skills

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Communication Mary Jane Peter Sam He has to spend more time preparing for his presentation content He has to put in more efforts to ensure his reports are accurate and meaningful She usually takes too much time to put together a decent report She is unwilling to take time to understand complex issues that affect her work He needs to show more passion when presenting his areas of expertise She needs to convey key messages in a simple and clear manner She needs to put in more meat in her written communications He needs to improve on his communications skills by attending the “Effective

Communication” course schedule in month of March He has trouble rallying his team to focus on the same goals She needs to be more assertive and firm He needs to provide clearer instructions and directions Her tasking and communications usually lack the necessary details Needs to improve her written and verbal communications Needs to present facts and information in a more concise manner His documents usually lack the depth of analysis required

Sub-Total Score

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Job Knowledge and ExpertiseKey Performance Indicators Name of Employees Being

AppraisedJob Knowledge and Expertise Mary Jane Peter Sam

Positive Phrases Demonstrates high competency in his job

Recognized as the guru in his area of work

Highly skilled at solving puzzles, analyzing problems and probing possibilities

Displays in-depth knowledge and expertise in his area of work

Has strong domain knowledge and expertise in the banking industry

Able to help customers strategize and improve their performance effectively

Knows the steps and process very well and able to effectively execute them

Learns quickly on the job and able to contribute effectively thereafter

Thorough with her analysis and generation of the results

Understands the processes well and able to follow through on them in timely manner

He hardly makes mistakes as he knows the process well

His colleagues often refers to him for advice on the analysis

He is able to get the job done well without any supervision

Demonstrates skills and competency in his tasks

Demonstrates ability to develop solutions to problems very quickly

Able to solve problems quickly and effectively

Takes very short period of time to complete his tasks

Highly knowledgeable in his job and delivers quality results

Well sought after by his peers for advice

Consistently exceeds expectations in his area of work

Consistently produce great results due to his high level of proficiency

Able to work independently without supervision

Being highly competent in the job, he is able to work with little supervision

His in-depth knowledge in accounting is well sought after by customers

She is recognized for her ability to manage the project well

Phrases For Areas of Improvement He lacks the right skills to perform the job well

Customers do not have confidence in his ability to deliver a good job

Unable to solve problems independently and always need help from others

Lacks in-depth knowledge and expertise in his area of work

She seems to lack domain knowledge and expertise in the banking industry

Unable to help customers strategize and improve their performance effectively

Needs to understand the steps and process better to be able to effectively execute them

Needs to learns faster on the job to be able to contribute effectively

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Job Knowledge and Expertise Mary Jane Peter Sam Her analysis tends to lack depth and needs more details

Needs more coaching to understand the processes better to be able to follow through on them in timely manner

Needs to improve on her sales closure by honing her negotiation skills

His colleagues seldom refers to him for advice on the analysis as he is not too conversant with the methodology

He is unable to work without any supervision

Displays lack of confidence in his work

Demonstrates inability to develop solutions to problems very quickly

Unable to solve problems quickly and effectively

Takes a long period of time to complete his tasks

Needs to enhance his knowledge in his job to deliver quality results

His peers seldom refers to him for advice

Consistently fail to meet expectations in his area of work

Tend to produce fair results which have much room for improvement

He is not very independent and often needs lots of supervision

With the lack of knowledge, he often relies on his colleagues to help him finish his work

His peers have complained about his performance on several occasions

She is unable to manage the project well

Sub-Total Score

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Organization AbilityKey Performance Indicators Name of Employees Being

AppraisedOrganization Ability Mary Jane Peter Sam

Positive Phrases Highly organized and neat person

Able to translate and simplify complex issues into simple challenges

Very good at figuring out the processes to get things done

Effective in getting people and activities organized

Able to organize and leverage resources to maximize output

Highly effective in managing people and resources

Clear mind and vision of what needs to be done

Very focused thinking and clear about his goals

Able to get resources organized for delivery within a short period

Has a very structured and disciplined mind

His thoughts are always very clear and organized

Able to present very clearly and concisely his ideas

Able to deliver his ideas clearly and simply for others to understand

Always prepared and organized for meetings

Able to document his ideas in concise and clear manner

Communicates effectively in very clear and simple manner

He single handed re-organized the training system in the office

Very skilled in organizing marketing events which attracts many participants

He exceeds expectations in his ability to organize the resources in a short period to work on the project

Customers are very satisfied with his clear and concise explanation of the strategies

He is recognized company-wide for his excellent organizational ability

Demonstrates exceptional ability to organize complex issues into simple to understand bullet points

Conveys ideas clearly and straight to the point

Exceptional ability to breakdown difficult problems into simple issues

Able to help others get organized with their work effectively

Phrases For Areas of Improvement He needs to improve on his ability to get things organized

He often gets lost in complex issues and is not able to break them down to simpler challenges

Unfamiliar with the methodologies and processes and as such unable to complete the task

Usually slow in getting people and activities organized

Not very skilled at leveraging resources to maximize output

There is still much room for improvement in people and resource management

Needs to be able to define clearly his objectives and approach to the project

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Organization Ability Mary Jane Peter Sam Often fails to explain clearly his objectives and the goals to be achieved

Not very efficient at gathering resources organized within a short period

He tends to view things in very complex manner which often confuses others

He is not able to deliver his ideas clearly and simply for others to understand

Often not prepared and ready for meetings

His ideas tend to be convoluted and unrealistic for execution

He needs to improve on his organization ability in order to do well in project management

He needed coaching to get the training system in the office re-organized

She is inexperience in marketing and as such is unable to organize events which attract many participants

He fails to meet expectations in his ability to organize the resources in a short period to work on the project

Customers often complain that his presentations are confusing, and not succinct

He is known to be quite unsystematic in his problem solving approach

Inability to organize complex issues into simple to understand bullet points

Unable to conveys ideas clearly and straight to the point

Often finds difficulty to breakdown difficult problems into simple issues

Tend to get confuse easily with simple tasks

Sub-Total Score

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Team CommitmentKey Performance Indicators Name of Employees Being

AppraisedTeam Commitment Mary Jane Peter Sam

Positive Phrases She is a great team player

Commits to team goals and works very hard to achieve the targets

Works well with others to achieve a common goal

Works cooperatively with other individuals and shows willingness to undertake new projects and assignments

Facilitates environment with team-building focus

Encourages cooperation with other departments

Able to work together with others to achieve the team goals

He is always focused on the team priorities and see through them till the end

Able to make tough decisions & live with consequences as a team member

Able to effectively drive team persistence and tenacity to overcome obstacles

Often work with others to seek simple solutions to complex problems, considering varied alternatives before selecting solution

Shares information willingly and works cooperatively with others

Willing to undertake new assignments when assigned by team leader

Able to build strong relationships with other team members very easily

Responds with timely and accurate service, and follows through on commitments

Willingness to help others solve their problems

Able to get along well with co-workers, and maintain a positive, supportive work environment

His “can do” attitude has strong positive influence on the other team members

Able to work effectively on projects as part of a team, exchanging ideas and contributing skills that complement those of the other team members.

Always fulfill his commitments to team members

Able to collaborate with others to accomplish departmental goals

He believes in teamwork and synergy to achieving success

Able to motivate team members very well

Receives many compliments and positive feedback from team members

Receives many great feedback from customers on his team leadership

Phrases For Areas of Improvement She is not often a team player and tend to want to do things her way

Usually non-committal to team goals and fails to work hard to achieve the targets

Needs to be more co-operative with others to achieve a common goal

Usually works alone and shows unwillingness to undertake new projects and assignments

Not very team centric and likes to work alone

Usually not cooperative when tasked to work with other team members

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Team Commitment Mary Jane Peter Sam Often hamper team efforts in achieving the team goals

Often fail to focus on the team priorities and see through them till the end

Unable to take tough decisions & live with consequences as a team member

Lacks drive, persistence and tenacity to overcome obstacles as a team member

Often unable to provide solutions to problems even though they are simple issues

Unwilling to share information and work cooperatively with others

Seldom volunteers to undertake new assignments when asked by team leader

Needs to be able to strengthen relationships with the other team members

Often slow to respond to request from team members for help

Usually not willing to help others solve their problems

Unable to get along well with co-workers, and tend to create a negative, unsupportive work environment

He needs to be able to positively motivate the other team members to be more productive at work

Not very willing to exchanging ideas and contributing skills that complement those of the other team members.

Seldom fulfill his commitments to team members

Needs to be able to collaborate with others to accomplish departmental goals

He is very independent and does not believe in teamwork and synergy to achieving success

Lacks ability to rally team members to work together to achieve the common goals

Receives many complains and negative feedback from team members

Receives many complaints from customers on his team leadership

Sub-Total Score

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Results OrientedKey Performance Indicators Name of Employees Being

AppraisedResults Oriented Mary Jane Peter Sam

Positive Phrases He is very driven by results and works hard to ensure he achieves the goals he sets

for himself

Being results oriented, he always push himself to his best to achieve his desired goals

Very focused on the objectives and has strong drive to achieve the goals

Her hard work has resulted in great results

Keen focus on the targets planned for the year

Always achieve good results despite adverse situations

Works hard to achieve what he has committed to do

Well-known as a results oriented person in the company

He is always committed to achieving his targets

Strong ability to seize opportunities and turn them into sales

His results are excellent and has won him great praise from management

An outstanding performer with great persuasion skill

His great performance has helped the company achieved it targets

Consistently exceeds expectations and achieves great results

Without fail, he achieves the greatest results again this year

He is very sociable and great at networking Company's overall performance this year hinges on his results

Always set very high priority on achieving results for the department

Achieves positive results very consistently

His positive mindset has helped him achieve great results this year

His sales performance is simply sterling

His hard work has paid off with great results

His dedication and commitment has resulted in great sales performance

Demonstrates strong ability to drive performance and generate great sales

Has performed extremely well this year to achieve the best employee award

He has achieved outstanding results because of his commitment and strong desire to win

Phrases For Areas of Improvement He is not very resulted oriented and as such often missed his targets

Tends to be unclear about his goals and objectives

Not very focused on the objectives and lacks desire to achieve the goals

Not very achievement oriented and as such not driven to meet the targets

Fails to focus on the targets planned for the year resulting in the poor performance

Often lose sight of the company objectives

Fails to achieve what he has committed to do

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Results Oriented Mary Jane Peter Sam Needs to focus more on achieving the sales targets given to him

Often non-committal to the targets given to him

His results are below par and he needs to work a lot harder to meet his next year’s targets

Often unwilling to put in additional effort to achieve the team targets

His poor performance has negatively impacted the company’s targets

His negative mindset has affected his ability to perform and achieve good results

Consistently fails to meet his target

Achieving the team’s targets does not seem to be his top priority

He needs to increase his sales activities in order to improve his sales performance

She needs to work harder to achieve the desired results

He lacks the dedication and commitment needed to achieve the desired results

Lacks ability to drive performance and generate great sales

Lacks the desire and drive to meet his sales target

His results are mediocre

Although he works very hard but his inability to close the sales have impacted his results

She needs to improve on her negotiation skills to achieve better results

She needs to improve on rapport building with customers to increase her closing ratios

He needs to strengthen his relationship with the partners to drive more sales

Sub-Total Score

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Planning and JudgmentKey Performance Indicators Name of Employees Being

AppraisedPlanning & Judgment Mary Jane Peter Sam

Positive Phrases Demonstrates exceptional ability to size up another person’s character quickly and

use the knowledge effectively to close sales

Ability to read others’ body language accurately and leverage the knowledge to create a positive advantage for himself

Often make very sound judgment and decision

Able to pick up buying signals very quickly and convert them into sales

Very balanced in his views and makes effective judgments

Exceptional decision making ability

Decisive and firm in his decision always

Always very objective in his views and passes fair judgment

Strong business acumen and judgment

Knows the industry practices very well and recommends appropriate measures always

Listens well and able to provide sound advice

Very people oriented and able to judge character well

Sensitive to the needs , feelings and capabilities of others

Ability to work independently and make good judgment/decisions

Able to set goals and priorities to accomplish results

Able to plan effectively to leverage resources of people, money and time to achieve his goals

Shows resourcefulness and creativity in meeting job objectives

Originates and adapts new ideas to achieve departmental objectives and goals

Keeps current on new technologies and advancements in job related knowledge/skills and implements changes in policies and procedures as needed

Exceed customer expectations by reducing variations & delivering high quality products on time

Effectively manages time, materials, equipment, and other resources to seize opportunities

Modifies/develops new ideas and procedures to meet changing circumstances

Demonstrates ability to forecast future sales accurately

Very good at planning in detail and forecasting the resource requirements

He plans well ahead to ensure that he can get the necessary resource to achieve his project targets

Phrases For Areas of Improvement Needs to understand customer requirements better so as to be able to prescribe

the relevant solutions.

Has to be more sensitive to the concerns and issues raised by customers

Needs to gather more information before making decisions and judgment about others

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Planning & Judgment Mary Jane Peter Sam Needs to put more focus on planning before executing any activities

Often biased in his views and quick to rule out others suggestions

Tend to be impatient and act without giving enough thoughts to the problems

Often partial in his views

Often indecisive and unsure of what to do

Often does not plan in detail resulting in many processes being overlooked

Due to inadequate planning, he needs to do lots of rework

Needs to improve on detailed forecasting and planning for the quarter ahead

Often not open to suggestions and tend to be quite mindset

Not a very good listener and therefore often not able to fully understand customers’ needs

Frequently fails to plan for resource support resulting in last minute requests being made

On a number of occasions, he fails to work independently and make sound judgment/decisions

Often fails to prioritize and set goals appropriately to achieve the most out of the situation

Not very effective at planning to leverage resources of people, money and time to achieve his goals

Tend to lack resourcefulness and creativity to excel in his projects

Lacks ability to generate new ideas to achieve departmental objectives and goals

Not very current in his views on new technologies and therefore unable to recommend the best strategies to customers

Falls below customer expectations in reducing variations and delivering high quality products on time

Fails to effectively manage time, materials, equipment, and other resources to seize opportunities

Fails to plan for development of new ideas and procedures to meet changing circumstances

Unable to forecast future sales accurately

Lacks depth and details in planning and forecasting of future resource requirements

Sub-Total Score

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Passion and ResponsibilityKey Performance Indicators Name of Employees Being

AppraisedPassion & Responsibility Mary Jane Peter Sam

Positive Phrases Sets direction and creates an atmosphere for high employee involvement and

productivity

Takes responsibility for decisions, actions & results

Delivers on commitments to stakeholders

Acts in the best interest of stakeholders

Places success of the organization ahead of personal gain

Strive to earn loyal customers and maintain long-term relationships

Effectively applies supervisory skills (counseling, feedback, communication and coaching) to create a positive and productive work climate

Accepts responsibilities readily and consistently exceeds performance expectations

Works very hard to contribute as much as he can to the company.

Always strive to learn and improve his performance

Takes his responsibility very seriously and always delivers on his commitment

Always work hard to complete his assignments on time

He always give his very best at work

Never late for work - first to come in and last to go home

Displays passion, decisiveness and proactivity in his job

Always seek out ways to better herself to contribute more to the company.

Recognized by her colleagues as a key driver in the business

The success of the company can be directly attributed to her passion and drive in the business

Shows great pride and passion in his work

Highly passionate about our product and works hard to sell them

Customers are easily convinced by him because of his passion and knowledge in our products

Inspires trust and commitment in employees and encourages risk-taking

Demonstrates enthusiasm and passion for our business

Always willing to take risks and question status quo

Able to create excitement and inspire others to deliver by motivating them

Phrases For Areas of Improvement Fails to create an atmosphere for high employee involvement and productivity

Needs to be more responsible for decisions, actions & results

Often fails to delivers on commitments to stakeholders

Often acts in his own best interest instead of the company

Places personal gain ahead of success of the organization

Does not believe in keeping loyal customers and maintaining long-term relationships

Needs to improve on supervisory skills (counseling, feedback, communication and

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Passion & Responsibility Mary Jane Peter Samcoaching) to create a positive and productive work climate

Often unwilling to accept responsibilities and consistently fail to meet expectations

Needs to work harder to meet minimum expectations

Not very willing to learn and improve on his performance

Fails to take responsibility seriously and often does not deliver on his commitments

Seldom complete his assignments on time

Does not show much interest in his work

Needs to improve on her punctuality

Usually indecisive and slow to take actions

Not very proactive in her duties and often wait for instructions before doing any work

Needs to be more responsible for her area of work in order to meet the minimum expectations

Demonstrates a lack of interest in her job and therefore the poor quality of work

Lacks pride and passion in his work

Lacks passion in our products and as such unwilling to sell them

Lacks knowledge in our products and unwilling to learn

Fails to inspire trust and commitment in employees

Lacks enthusiasm and passion for our business

Unwilling to take risks and question status quo

Often fail to create excitement and inspire others to deliver

Sub-Total Score

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Score SummaryKey Performance Indicators Name of Employees Being

AppraisedSub- Total Scores Mary Jane Peter SamAttitude

Initiative & Resourcefulness

Dependability & Trust

Work Quality

Communication

Job Knowledge & Expertise

Organization Ability

Team Commitment

Results Oriented

Planning & Judgment

Passion & Responsibility

Grand Total Score

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