Performance appraisal sample phrases

1. Performance appraisal sample phrases
If you effectively manage employee performance, you should be doing more than
issuing a performance appraisal or conducting the requisite performance discussions.
You should be creating an environment that encourages employees to willingly and
continuously give you their best performance on an ongoing basis. But how do you
create this kind of environment?
Here are 15 practices to start with:
1. Provide information about your organization's practices and procedures. Ensure
that employees understand the "written" and "unwritten" rules.
2. Provide information about your organization's programs and processes for
advancement, learning, and development. Make sure employees have a clear and
realistic understanding about what it takes to succeed and excel in your organization.
3. Share your organization's mission, vision, and/or values statements. Tell employees
how they help your organization succeed in these areas.
4. Share your organization's strategic goals and group goals. Link employee goals to
the achievement of strategic and group goals.
5. Provide clear performance expectations. Let employees know WHAT you expect,
HOW you expect it, and WHY you expect it.
6. Provide timely and appropriate training on new jobs and tasks. Ensure that
employees receive the requisite instructions and materials to do a new job.
7. Provide timely and appropriate information about daily tasks, general assignments,
or major projects. Ensure that employees receive the requisite instructions and
materials to do their current job well.
8. Provide timely and specific feedback about unsatisfactory performance. Tell
employees what went wrong and what they need to do to make it right.
9. Take timely and appropriate steps to help employees improve unsatisfactory
performance. Provide training or institute other performance-improvement strategies.
10. Reinforce positive performance. Give timely and specific feedback when
employees meet or exceed expectations.
11. Give employees opportunities to enhance their knowledge, learn new jobs, and
expand their abilities. Encourage participation in formal classroom training or other
types of developmental activities.

2. 12. Eliminate workflow factors that have a negative impact on positive performance.
Consider things like how work is received, how work is distributed, how work is
reviewed, and how work is approved.
13. Eliminate materiel factors that have a negative impact on positive performance.
Consider things like functioning of equipment, availability of equipment, amount of
work, and type of resources.
14. Eliminate coworker-related factors that have a negative impact on positive
performance. Take timely steps to address inappropriate comments, behaviors, or
actions.
15. Give employees "ongoing" feedback about performance. Let employees know
how their behaviors impact the achievement of goals, the workloads of other people,
and their personal workloads.
Performance Management Is A Continuous Process
Think about it. You will not likely get "continuous" positive performance by giving
employees "one" performance appraisal and having "one" performance discussion.
Instead, you have to do multiple things to ensure that employees willingly and
continuously give you their best performance. These things involve giving employees
what allows them to do a good job, and eliminating what prevents them from doing a
good job. That's what performance management is all about.
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