Evaluation comments ebook

Occasionally arrives late to work. Sometimes does not make sure all work is completed before leaving for the day. Occasionally leaves work early.

Meets Requirements: Consistently arrives to work on time. Makes sure work area is covered at all times. Has had no unscheduled absences, except for documented emergencies.

Exceeds Requirements: Has a good attendance record. Can always be counted on to work overtime when necessary without complaint. Outstanding: Always at work and on time. Never misses work without prior approval and appropriate notification. Has had no unscheduled absences during the rating period.

Poor: Projects an attitude of superiority that turns off other employees. Not cooperative and frequently criticizes others. Displays excessive negativity when working with others. Needs Improvement: Displays occasional negativity when working with others. Rarely offers to assist others in the office. Makes negative comments that affect working relationships with others. Meets Requirements: Is usually able to answer customer questions.

Maintains good working relationships with coworkers. Direct, straightforward, honest and polite. Outstanding: Always cordial and willing to help coworkers, students, and clients. Enthusiastic, energetic and displays positive behavior. Poor: Usually needs direct supervision, even for mundane and everyday tasks. Is not able to think independently or to deal with unexpected occurrences. Needs Improvement: Gets flustered in unusual situations. Does not always make the best decisions to fit the situation.

Meets Requirements: Usually adjusts well to changes in the work place. Maintains good customer service relations, even under stress. Exceeds Requirements: Looks for ways to streamline procedures to improve efficiency and customer service. Sets priorities and adjusts them as needed when unexpected situations arise. Outstanding: Adapted to new systems and processes well and seeks out training to enhance knowledge, skills and abilities. Always seems to know when to ask questions and when to seek guidance.

Poor: Reports, forms, memos and correspondence are often completed late or not at all. Uses a condescending tone when talking to others in the office.

Phone messages are often unclear or incomplete. Managers and employees rely on receiving strong, consistent feedback to perform their best at work. A performance review is a great way to offer helpful feedback and an important opportunity for managers to aid in the development of their team members.

A performance review is a documented evaluation of how effectively a team member is meeting their goals and responsibilities. Receiving clear, action-oriented feedback can increase employee engagement and retention, so regular in-depth performance reviews are important. A performance evaluation is typically made up of several summaries, or comments, related to performance across several key competencies. As a manager, you can use these comments to offer clear examples of the successes and challenges of an employee.

This ebook is in PDF format for easy and instant download once you purchase. You are able to copy and paste these paragraphs directly into your performance evaluations. I highly recommend this book! I love managing people — but I hate performance reviews. This book made a dreadful experience fun as I could focus on what is important — helping the employee improve, not trying to think of 20 different ways to describe a satisfactory attitude.

I love the format of the book. Teri can handle the run of the mill customer service situation, but the more complex issues seem to cause her to freeze and not react. Kyle is one of our hardest workers and demonstrates to us that he cares about his job, his coworkers, and the company. Jennifer consistently impresses us with her willingness to do whatever it takes to get the job done.

When we have a situation that must get done, we turn to Harry. Jennifer is willing to get her hands dirty with her employees to ensure the job gets completed on time. There are many times we have tasks that absolutely must be completed by a given time. In these circumstances, we know we can turn to Peter to get the task accomplished on time. Bob is a very loyal guy, but not a very dependable one. Holly is usually very steady in her work, but there have been several instances where she has been unreliable.

Unfortunately, Ryan does not ever put in overtime even if the job requires it. He is unwilling to work beyond his normally scheduled 40 hours. In this economy, we need people who are willing to do whatever it takes to get the job done. Julia is not one of those people. Too often, his work results are inconsistent and need to be checked too frequently. While most of his coworkers are willing to work late to get the project finished, Kyle seems content with leaving the work for others to do.

Kenny does not demonstrate a concern for what we think of him and whether or not we believe he is up to the job. Lenny is not a dependable employee. If we know a task must be completed, we usually pass him over and find someone else to do the task. Peter is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished.

Even if we are behind on production, Holly does not show a willingness to help her employees out. Once promoted to supervisor, she has taken a hands off approach to the detriment of her team. Sally has a knack for making people feel important when she speaks with them. This translates into great opportunities for teamwork and connections to form. Jack makes people feel at home with him. His natural ability to work with people is a great asset to our team. Kevin can quickly build a positive relationship with people and understands how to relate with them.

Holly is able to create a sustain a positive, professional relationship with her coworkers, direct reports, and management team. Greg seemingly can strike up a conversation with anybody. He has a gift in relating to people around him. John has an excellent impression among the management team, yet his fellow team members cannot stand working with him.

Tyler does not appreciate how happy team members can affect his own job performance and continually upsets those around him. Fred has a difficult situation with the team he manages, yet he has turned them around in excellent fashion. Tim is a high performer and leads a team of high performers. His leadership has contributed to very high productivity from this department. Peter is an effective manager and understands how to supervise his employees to meet expectations.

Though Mandy had a rough start, she ended the year well with her team turning in the best performance of all the groups. Greg is in a difficult situation: he inherited a team that frankly was a mess. In short order, he turned the team around to one of our best performers.

Thomas is very adept at managing difficult employees and turning their energies towards higher performance. Bill does not cope very well with managing employees. His employees consistently complain of unreasonable expectations and we tend to agree.

Bill needs to improve his acceptance of a reasonable work-personal life balance. Kyle is an adequate supervisor, but does not excel in this area. Bryan has not made the transition from co-worker to manager very well. He has a difficult time separating his personal relationships with professional ones.