Employee’s respond to performance appraisals and coaching

The way employees respond to performance appraisals and coaching demonstrates their ability to handle feedback.


  1. Arthur accepts constructive criticism and applies it to become a better professional.
  2. James treats every coaching session as a learning opportunity.
  3. Gloria understands that negative feedback is as useful as positive. She never gets offended by criticism.
  4. Andrew has managed to fix every problem indicated by the performance appraisal.
  5. Helen likes to get advice from other employees.
  6. Heather wants to receive honest feedback even if it is negative.
  7. Julia is not afraid of performance reviews. She believes in herself.
  8. Thomas welcomes criticism. He cares about the opinions of other employees.
  9. Bruce uses performance appraisals as a guide to personal development.
  10. Richard takes motivation from constructive feedback.

Exceeds Requirements/More than Satisfactory:

  1. Trevor enjoys training professional skills with other employees.
  2. Michael is very enthusiastic about coaching sessions.
  3. George tries his best to master new skills in professional courses.
  4. April has a positive attitude at training seminars.
  5. Harry is a confident employee who handles criticism very well.
  6. Rebecca does not get offended when colleagues who are more experienced start coaching her.
  7. Laura consistently receives positive performance reviews.
  8. Peter knows that he is not perfect. He works on eliminating his weaknesses and polishing strengths.
  9. Emma asks her coach many questions to make sure she thoroughly understands the material.
  10. Donald starts to work better after performance appraisals.

Meets Expectations/Satisfactory:

  1. Jeremy adequately reacts to negative feedback.
  2. Susan is always active and engaged in coaching sessions.
  3. Jennifer made the best use of negative performance appraisal. She has fixed the majority of problems she used to have.
  4. Bruce got a negative appraisal, but he has drawn the right lessons and became a better employee.
  5. Monica asks her supervisor for feedback to make sure she is meeting expectations.
  6. Arnold strives to get a positive performance review.
  7. Rachel sets personal goals based on the appraisal results.
  8. Quentin responded to a negative performance review by directly addressing the issues.
  9. Jack understands the importance of training. He rarely misses learning opportunities.
  10. Cindy apologized to the reviewer for mistakes, demonstrating her honesty and empathy.

Provisional/Needs Improvement:

  1. Helen is not willing to attend professional seminars and refresher courses.
  2. Jerry does not like when colleagues point out his mistakes.
  3. Robert is not open to feedback. He gets very offended when facing criticism.
  4. Hayden fails to acknowledge some of her failures.
  5. Albert is very touchy. He takes feedback too personally.
  6. Oliver is a bad listener. He does not care what other employees think about him.
  7. Edward does not pay attention to feedback.
  8. Brian cannot handle the tough truth. He refuses to accept negative feedback.
  9. Gregory never thanks others for the feedback.
  10. Emma accepts criticism but never uses it.


  1. Yvonne refuses to accept her own mistakes. She thinks that she is always right.
  2. George fails to separate his feelings about the person who gives feedback from the message they try to deliver.
  3. Ronald seems to not care about advancing and improving. He does not react to feedback at all.
  4. Thomas starts arguing whenever he is faced with constructive criticism. He needs to become more open to feedback.
  5. Abigail refuses to change her methods of work despite the negative feedback.
  6. Nigel hates when other employees give advice to him.
  7. Instead of taking responsibility for his failures, David looks for excuses and blames other employees.
  8. Aaron accepts criticism with a closed and fixed mind. He needs to change his attitude.
  9. Harry gets very emotional when receiving feedback.
  10. Olivia does not value the experience of his colleagues.

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