What are good strengths to list on a review?

• Teamwork. Working well with clients, managers, coworkers, and others is a fundamental skill.
• Adaptability. Your employees need to be able to successfully perform their jobs in quickly changing circumstances.
• Interpersonal skills.
• Job knowledge.
• Attention to detail.
• Communication.

What should you not do in a performance review?

It’s communication 101 — when discussing a sensitive topic, never lead with “you” statements. In a performance review, this might include statements like “you said I was going to get a raise,” “you didn’t clearly outline expectations,” etc.

How do you review employee performance?

1. Set Performance Standards.
2. Set Specific Goals.
3. Take Notes Throughout the Year.
4. Be Prepared.
5. Be Honest and Specific with Criticism.
6. Don’t Compare Employees.
7. Evaluate the Performance, Not the Personality.
8. Have a Conversation.

What should an employee performance review include?

• Include specific examples to support your observations.
• Provide guidance for career growth and professional development opportunities.
• Make sure your default tone is a positive one.
• SMART goals.
• Always follow up.

How do you describe employee strength?

The meaning of employee strength is the employee’s overall traits and abilities to complete their goals with ease. It includes the employees’ communication skills, technological proficiency, work ethic, problem-solving skills, and much more.

How do you list someone’s strengths?

1. Enthusiasm.
2. Trustworthiness.
3. Creativity.
4. Discipline.
5. Patience.
6. Respectfulness.
7. Determination.
8. Dedication.

What are 5 things a manager should never do in a performance review?

• Deliver annual performance reviews. Annual or semi-annual appraisals waste everyone’s time.
• Say, “Look
• Hold meetings to solicit ideas.
• Create development plans. Development plans are, like annual performance reviews, largely a corporate construct.
• Call in favors.

What bosses should not say to employees?

• “Do what I tell you to do.
• “Don’t waste my time; we’ve already tried that before.”
• “I’m disappointed in you.”
• “I’ve noticed that some of you are consistently arriving late for work.
• “You don’t need to understand why we’re doing it this way.

What should you not say in an employee evaluation?

• “You’re a likable person.”
• “You can come off a bit bossy at times.”
• “You need to pay more attention to your tone.”
• “You need to take the emotion out of it.”
• “There’s nothing more you can be doing.”
• “You could have done a better job with [project].”

What are the 5 performance ratings?

From goals to competencies. This is more often than not a 5 point rating scale (5– Outstanding, 4– Exceeds Expectations, 3- Meets Expectations, 2- Needs Improvement, 1- Unacceptable).

What criteria should be used to evaluate employees?

• Quality of Work.
• Goals and Target Achievement.
• Level of Productivity.
• Initiative and Motivation.
• Teamwork and Leadership Skills.
• Ability to Problem Solve.
• Written and Verbal Communication Skills.
• Performance Self-Appraisal.

How do you review an employee example?

• “Has remained one of our most trustworthy team members”
• “Always very dependable in every situation”
• “Always ready to do whatever it takes to get the work done”
• “Well known for dependability and readiness to work hard”
• “Has been a faithful and trustworthy employee”

What are 3 areas of improvement?

Three themes in the areas for improvement — confidence, knowledge, and communication — were in the top 10 for most of the jobs we studied. Yet the top themes for work improvement appeared to be more job specific, compared to those themes provided for the strengths.

How do you write strengths and weaknesses in an appraisal?

Common strengths include independence, persistence, creativity, and ingenuity. Common weaknesses include procrastination, impatience, impulsiveness, and forgetfulness. Use the abilities that come to you easily – find out what you’re naturally good at and exploit that skill for all it’s worth.

How do you describe someone’s quality of work?

Quality of Work Accurate, neat, attentive to detail, consistent, thorough, high standards, follows procedures.

What strength should be mentioned in appraisal?

Strength. 1) Always on time (or even early) for meetings and conferences. 2) Prompt and on time for the start of each workday. 3) Respects others by arriving at work and at meetings on time.

What are the top 3 work related strengths?

The 3 Most Important Employee Strengths are to be Coachable, Enthusiastic and a Tad Humble. A coachable person is an employer’s dream.

How do you write a strength in a performance review?

1. consistently meets productivity goals.
2. uses her time effectively.
3. maintains her work area in a neat and orderly manner.
4. seeks out additional work during slow periods.
5. prioritizes her work to meet goal objectives.

What managers are not allowed to do?

• Ask prohibited questions on job applications.
• Require employees to sign broad non-compete agreements.
• Forbid you from discussing your salary with co-workers.
• Not pay you overtime or minimum wage.
• Promise a job to an unpaid intern.
• Discriminate against workers.

What are 10 mistakes managers can make?

• Not Providing Feedback.
• Not Making Time for Your Team.
• Being Too “Hands-Off”
• Being Too Friendly.
• Failing to Define Goals.
• Misunderstanding Motivation.
• Hurrying Recruitment.
• Not “Walking the Walk”

What’s one thing your manager should stop doing?

It brought out some of the most amazing things that many subordinates would want their managers to stop doing: Stop being serious all the time, be more expressive. Stop sugar-coating feedback from the customers. Stop CCing us on too many emails.

Can a supervisor talk about you to other employees?

However, employers should also maintain strict confidentiality concerning employee status, pay, performance and medical related information to the extent possible. With few exceptions, employers shouldn’t engage in discussions about other employees or disclosures concerning employees with their coworkers.

What should you not say to HR?

• Leaving While on Leave.
• Lying to Get Leave Extensions.
• Lying About Your Qualifications.
• Changes in Your Partner’s Career.
• Moonlighting.
• Lawsuits You’ve Filed Against Employers.
• Health Issues.
• Personal Life Issues.

How do you know your boss is toxic?

They know your emotional triggers and use them to taunt you. This is truly sadistic behavior, but toxic bosses will use any means to have control over others. They may know things about your personal life that they use against you with grating comments or mean forms of manipulation.

How do you correct an employee with a weak performance?

1. Recognize that there is a problem.
2. Conduct a meeting and ask questions to establish what causes the employee to underperform.
3. Reiterate job expectations.
4. Manage employee expectations.
5. Develop an action plan together.
6. Ensure regular check-ins and follow-ups.
7. Recognize progress.