Negative performance review phrases
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I. Contents of negative performance review phrases
Business managers use performance evaluations to communicate employee expectations, confirm achievements and offer suggestions for improvement. At times, the small business manager must deliver poor performance assessments in addition to good ones. Delivering bad news without giving specific details or ideas for improvement can diminish the employee’s confidence and seem unfair. A properly written evaluation, even a less favorable one, can inspire employees to tackle their weaknesses and make some changes in their work performance.
Review any notes you kept from the evaluation period. Consult the employee’s file and ask for input from supervisors when appropriate. Read everything with an improvement agenda. Separate rumors and speculation from the facts. Include only the latter in your assessment.
Re-read previous performance evaluations to refresh your memory of previous discussions. Consider how well the employee addressed and improved any previous issues.
Write “Performance Review: (employee name)” as the headline. Write the job title and the period of evaluation underneath the title.
Post a rating review underneath the job title section. List the areas under review and a key of the numbers used to assign value. For example, a “1” shows poor performance. A “5” indicates optimum performance. Areas to cover include ability to finish projects, work well with others and problem solve. Include anything else important to your company.
Assign the number values to each section. Make notes explaining the reasons for extreme numbers like “1” or “5.” Write details about how you reached those conclusions. Avoid using phrases that describe feelings or personal points. Negative points might include “Your chronic lateness affects morale,” or “Your failure to meet project deadlines makes the entire staff late.”
Reiterate the goals you wish the employee to achieve, naming each one specifically. Give the employee suggestions on how to achieve those goals. For example, if you want an employee to expand his customer base, suggest that the employee ask current customers for referrals.
Ask the employee to offer his ideas on how he can improve his performance. Listen to his concerns and prompt him with suggestions as needed. Guide the conversation by asking open-ended questions that encourage the employee to think about the problem areas and find solutions.
Write a final analysis essay to give a synopsis of your conclusions. Assure the employee that all statements written or otherwise remain confidential. Repeat the concerns you covered, but also repeat the positive statements. Finalize the evaluation by scheduling a time to meet again and detailing the results you expect to see by that time.
II. Useful materials for negative performance review phrases
• 11 performance appraisal methods
• Top 28 performance appraisal forms
• 300+ performance review phrases
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