In this post, you can ref useful information about good performance review comments. You can ref more materials for good performance review comments such as: performance review methods, performance review forms…
When you conduct an employee evaluation, the best comments aren’t necessarily the most flattering ones – this is an opportune time to identify areas in which an employee needs improvement. Whether complimenting an employee’s performance or noting things on which he needs to work, you must use appropriate language and concrete terms. Otherwise, your message may become confused, and your employee may be left feeling as directionless as before the evaluation occurred.
Specificity of Terms
Specific, concrete terms make employee evaluations easier for others to understand. For example, when you write, “Good customer service skills,” you may be referring to your employee’s speed and efficiency, interpersonal skills, demeanor, customer reviews or all of the above. If you write, “Personal appearance needs improvement,” for example, your reader could be confused — the problem may be as serious as the employee coming to work exhibiting poor personal hygiene or as simple as the employee wearing wrinkled ties. Using concrete terms ensures that the employee and other managers are able to understand the specifics of your employee’s evaluation.
Complimenting Good Performance
Even when evaluating a “problem” employee, you should always try to identify areas in which he excels and compliment him for that on his review. If your employee’s evaluation is highly critical, he may feel dejected, offended or unappreciated, and he can lose any motivation to improve. If the employee feels like his good work is appreciated and rewarded, though, he is more likely to be motivated to do more good work so that your approval and praise will continue. If they fit, use positive comments like, “Actively seeks out opportunities to improve” or “Responds to company communication quickly and efficiently.”
Identifying Problem Areas
The employee evaluation is an appropriate time to address lingering issues your employee may have, so be sure to note of any of her problem areas. If you are conducting an in-person employee review, give the employee the opportunity to identify his own problem areas. If you are preparing a written evaluation, identify areas of potential improvement delicately. For example, don’t write, “Bad customer service skills;” instead, write, “Loses patience with customers.” This is another example of why specificity is so crucial — without it, your employee may feel like he is doing a worse job than he actually is.
Creating New Goals
Good comments include goals for the future — by creating new goals on the employee’s evaluation, you give him direction for how to improve. The evaluation may bring to light problem areas that your employee did not realize he had, and setting concrete goals helps him address those problems. For example, if your employee ignores e-mail communication, instruct him to respond to e-mails within a certain period of time. Giving your employee direction gives him a place to focus his energies in preparation for the next evaluation.