Constantly identifies more efficient ways of doing business 2. • Make notes of any questions you’d like to ask your manager at the next meeting. Is a well-versed team player capable of handling a variety of assignments 4. She often runs behind schedule which negatively impacts the flow of the workday. She struggles to develop professional relationships. Start with the fact that performance appraisals are usually … She excels when working individually, but struggles to complete group tasks and projects. As for struggling to evaluate a staff member who seems like two different employees – a good one and a not-as-good one – the best way to approach it is to name the issue for what it is: inconsistency. She is hesitant to address difficult customer situations. Note that, consistency review phrases can be positive or negative and your performance review can be effective or bad/poor activities for your staffs. There are also several biases that are specific to performance reviews, like the recency error, which occurs when a manager or rater weighs a recent event (such as a large sale) more heavily than past events. She does not take advantage of opportunities to educate customers about additional products and/or services. In a rare decision favorable to Michigan whistlblower plaintiffs, the Court of Appeals reversed a trial court’s decision to dismiss a whistleblower case against an employer. Attendance and Punctuality Positive Performance Review Phrases. A few more tips to keep in mind as you’re writing evaluations, for any staff member: • Ask yourself what the fundamental message is that you want the staff member to take from the evaluation. She needs to deal with customer issues more efficiently to reduce call time. She will benefit from additional on the job training to improve performance. And the reason for that is not that you’re a horrible person. Copyright © 2021 Business Management Daily. Explain that her performance has been inconsistent, at times great and at times not, and that you’re looking for her to sustain the highs all the time, not just some of the time. She spends too much time on tasks not related to work during the day. Employees must demonstrate commitment to their jobs through at least satisfactory performance. Time Management And Administration. She should provide frequent updates on projects to maintain open communication. She appears to be distant and standoffish. Biases like the recency error skew the review (either positively or negatively) and result in less accurate evaluations of performance. Her personal problems are negatively impacting job performance. Such behavior in a small business environment quickly becomes noticeable. When you’re required to write negative performance reviews, the process can turn from tedious to daunting. Your employee assistance program (EAP) can also provide guidance. 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