The way employees respond to performance appraisals and coaching demonstrates their ability to handle feedback.
- Arthur accepts constructive criticism and applies it to become a better professional.
- James treats every coaching session as a learning opportunity.
- Gloria understands that negative feedback is as useful as positive. She never gets offended by criticism.
- Andrew has managed to fix every problem indicated by the performance appraisal.
- Helen likes to get advice from other employees.
- Heather wants to receive honest feedback even if it is negative.
- Julia is not afraid of performance reviews. She believes in herself.
- Thomas welcomes criticism. He cares about the opinions of other employees.
- Bruce uses performance appraisals as a guide to personal development.
- Richard takes motivation from constructive feedback.
Exceeds Requirements/More than Satisfactory:
- Trevor enjoys training professional skills with other employees.
- Michael is very enthusiastic about coaching sessions.
- George tries his best to master new skills in professional courses.
- April has a positive attitude at training seminars.
- Harry is a confident employee who handles criticism very well.
- Rebecca does not get offended when colleagues who are more experienced start coaching her.
- Laura consistently receives positive performance reviews.
- Peter knows that he is not perfect. He works on eliminating his weaknesses and polishing strengths.
- Emma asks her coach many questions to make sure she thoroughly understands the material.
- Donald starts to work better after performance appraisals.
- Jeremy adequately reacts to negative feedback.
- Susan is always active and engaged in coaching sessions.
- Jennifer made the best use of negative performance appraisal. She has fixed the majority of problems she used to have.
- Bruce got a negative appraisal, but he has drawn the right lessons and became a better employee.
- Monica asks her supervisor for feedback to make sure she is meeting expectations.
- Arnold strives to get a positive performance review.
- Rachel sets personal goals based on the appraisal results.
- Quentin responded to a negative performance review by directly addressing the issues.
- Jack understands the importance of training. He rarely misses learning opportunities.
- Cindy apologized to the reviewer for mistakes, demonstrating her honesty and empathy.
- Helen is not willing to attend professional seminars and refresher courses.
- Jerry does not like when colleagues point out his mistakes.
- Robert is not open to feedback. He gets very offended when facing criticism.
- Hayden fails to acknowledge some of her failures.
- Albert is very touchy. He takes feedback too personally.
- Oliver is a bad listener. He does not care what other employees think about him.
- Edward does not pay attention to feedback.
- Brian cannot handle the tough truth. He refuses to accept negative feedback.
- Gregory never thanks others for the feedback.
- Emma accepts criticism but never uses it.
- Yvonne refuses to accept her own mistakes. She thinks that she is always right.
- George fails to separate his feelings about the person who gives feedback from the message they try to deliver.
- Ronald seems to not care about advancing and improving. He does not react to feedback at all.
- Thomas starts arguing whenever he is faced with constructive criticism. He needs to become more open to feedback.
- Abigail refuses to change her methods of work despite the negative feedback.
- Nigel hates when other employees give advice to him.
- Instead of taking responsibility for his failures, David looks for excuses and blames other employees.
- Aaron accepts criticism with a closed and fixed mind. He needs to change his attitude.
- Harry gets very emotional when receiving feedback.
- Olivia does not value the experience of his colleagues.