Writing performance appraisal phrases
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I. Contents of getting writing performance appraisal phrases
Performance reviews are important tools used by managers and human resources departments in
the development of the employee and in corporate planning. Appraisals should be honest but
supportive to help motivate employees to succeed. It can sometimes be difficult to find the right
phrases to express a manager's opinion during a performance evaluation. Finding the best
phrases for writing performance reviews is critical in employee development.
Each employee fills a role within the work group, and if one member of the team is not reliable,
then the entire team suffers. When it comes to creating critical statements about an employee in a
review, it helps to surround negatives with positive. For example, if an employee works hard
when she arrives to work but often arrives late, then the statement of "Is a valuable member of
the team but needs to work on punctuality" can help get the point across. Other reliability phrases
include "Employee is a valuable resource to the rest of the team" and "Creates quality work but
tends to extend deadlines unnecessarily."
Good communication helps circulate new ideas and keeps management updated on daily
happenings within the organization. Employees are the key component to maintaining strong
team and company communication, and that should come out in the performance review.
Statements such as "Employee works hard but needs to improve communication skills with co-
workers" and "Employee needs to collect all necessary information before communicating with
teammates" can help staff members understand their communication issues and start developing
a plan to correct them.
Some employees may be able to make deadlines, but their quality of work is not up to standards.
In many cases, strong statements in the performance review can remind employees to slow down
and watch for errors. Effective statements on work quality include "Employee maintains work
flow by keeping company deadlines, but needs to improve the quality of the work done" and
"Employee needs to review work before submitting a final draft to management."
Teamwork assists in maintaining productivity and controlling employee turnover. Short phrases
included in a performance review can help remind employees of how important it is to work as a
team and help to strengthen the team-based atmosphere in the workplace. Good review phrases
include "Employee works well in a team setting, but needs to remain focused on company goals"
and "Employee is a strong leader that is a valuable member of the team." Reinforcing positive
behavior when it comes to creating teamwork will encourage the employee to continue that
III. Performance appraisal methods
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
Advantages of Ranking Method
i. Employees are ranked according to their performance
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.