Goal-setting is a specially required skill for any employee and manager especially. This skill requires you know to judge the amount of work you are going to do and the way you are going to follow to complete those work. It helps you plan ahead everything and relieves you of stress at work.
The following will provide companies with appraisal phases for goal-setting skills:
- John has excellent skills to holds himself accountable for his team’s performance objectives and goals.
- Abigail demonstrates incredible goal-setting and organization skills.
- Peter is exceptional at phrasing objectives.
- Bruce comes up with effective proactive plans in order to meet both long- and short-term production needs.
- Arnold effectively communicates objectives and goals.
- Terry approaches things in a scientific and reasonable manner. It is reflected by the way he sets the goals for his work.
- Frank keeps the team focused on the main goal. He picks suitable duties to every subordinate.
- Peter works toward team goals without considering his personal interests.
- Victoria keeps track of her progress very well. She sets specific goals for each phase and frequently reports her performance to the managers for review.
- Natalie actively participates in brainstorming sessions, helping the group to clarify goals.
Exceeds Requirements/More than Satisfactory:
- Benjamin often challenges his employees with complex yet attainable goals.
- Addison knows to assign suitable duties to each staff member and urges them to give him the result as she expects.
- Sophia is always aware of resources she needs to achieve a particular goal.
- It is a good practice of Gabriel to assign duties to his staff member and monitor their performance toward such goals.
- Trevor assists inexperienced employees in setting sensible goals.
- Quentin establishes clear production instructions for his subordinates.
- Yvonne sets measurable performance goals and consistently meets them.
- George is skilled at mapping out plans of action and production goals.
- Jennifer regularly meets with the team to review results and reconsider goals.
- Chloe succeeds in setting attainable goals that support the company’s mission.
- Elizabeth is able to set clear goals with quantifiable benchmarks.
- James is capable of defining specific steps that every complex goal requires.
- It is typical of Ryan to give frequent feedback to his staff members to keep them in the way as he has planned.
- John regularly collects feedback from his employees in order to set relevant and realistic goals for each of them.
- Mathew is responsible for the performance of his staff members and the achievement of the goals as he planned.
- Joshua effectively keeps his staff focused by setting clear goals and assigning duties to them.
- Rachel sets goals relevant to the organization’s big picture.
- Michael chooses realistic yet challenging goals.
- Wendy conducts team meetings on the regular basis to define appropriate goals and objectives.
- Marta sets attainable goals for her subordinates.
- Rebecca sets the right goals but she fails to elaborate action plans for achieving them.
- Lionel lacks realism when setting objectives. He needs to make achievable goals.
- Ella sometimes requires her group to achieve impossible goals.
- Sarah sets goals for his employees fairly well; however, she takes no measure to supervise their performance.
- Rachel sets unreasonable production goals that are impossible to achieve.
- Jake fails to motivate subordinates to improve performance and accomplish goals.
- It does seem like that Jeffrey fails to accomplish his goals. His performance is not bad; however, he promises himself too high and now, he is in a depressed state.
- Jennifer blames others for her failure to keep up with her schedule. In no way she may know that it is because she sets her goals too high.
- Jack believes that it is his employees who must take the main responsibility for the deadlines and objectives, but not him, the supervisor.
- Clyde seems to be inconsistent in setting goals. He frequently changes the focus, which leads to great confusion around his employees.
- Emma sets too many personal goals. She needs to stay focus on the main objective.
- Francesca fails to give clear directions or goals when delegating tasks.
- Maria is unwilling to stretch out of her comfort zone. She sets safe but unchallenging goals.
- Michael sets vague and immeasurable objectives.
- Susan fails to define specific goals. Objectives she establishes for herself are too vague.
- Victor fails to assign appropriate due dates when setting goals.
- Oliver does not have the ability to evaluate progress towards objectives.
- David assigns wrong tasks to his employees; therefore, he fails to achieve the goals.
- Barak’s goal-setting skill is not effective since he always assigns inappropriate tasks to his employees.
- Henry does not adhere to the group’s goals.
- Ingrid does not try hard enough to reach production goals.
- Tamara does not show any initiative in setting personal goals.
The sample of performance review phrases for goals-setting is a great/helpful tool for periodical/annual job performance appraisal. Note that, an goals-setting review phrase can be positive or negative and your performance review can be effective or bad/poor activity for your staffs.