Well let's face it most people approach performance appraisal in pretty much the same way that they approach a roadkill it's frustrating it's difficult it's stressful but the problem is the reason why managers and employees typically don't like this process is that they don't really know how it works in reality performance appraisal is really part of something called performance management what that means is is real clear at the outset of a given period let's say a year a manager and his or her employees will sit down and establish some goals jointly together and these are real goals specific measurable quantifiable and then throughout that evaluation period throughout the year the employee is given feedback and coaching and guidance and support by the manager then at the end of the period there is a sit down session and that's called performance appraisal no surprises no anxiety no unknowns and there's some really good reasons for doing performance appraisals their motivational that kind of feedback is quite energizing to employees they're also a great tool for trying to figure out promotions and transfers and raises they can help you identify needs where there might be some training deficits where you can actually come out with ideas for some really good training programs if an employee's not performing well it provides some very good disciplinary documentation so that down the road you'll be able to take any action that you might need and frankly and quite literally as well as figuratively it puts all the employees on the same page and that is really a helpful step to take this book provides hands-on tool steps and strategies that can be used at every stage of the performance evaluation process since some managers have a little bit of difficulty figuring...
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Overall perance review phrases Form: What You Should Know
He is fearless in meeting any of the deadlines in our schedule and always delivers a consistent performance...he understands the team Is passionate about his work and does his best to make everyone successful. He has a positive attitude, is honest about His responsibilities and knows when to speak up and share his expertise to make the team perform. ✓ He is proactive in improving performance...he sets a goal and does his best to reach it. He shows us the right way to think and Keeps up to date on the job. He keeps up to date with everything we are doing...and he is Communicative, organized, and effective. He speaks to us openly, Responds to our needs, and is a Great communicator. He tells us what is in his best interest and supports us when we reach our goals. ✓ He uses all the company's resources and is a team player greatly and uses clear, concise descriptions. Initiates, initiates, and initiates... He leads by example. He is A team player, understands the team Actual. ✓ He makes sure everyone gets their fair share and feels fulfilled. ✓ He keeps them on track. He is on time. Has time for the team and the job. He doesn't take long and is efficient. He's an organization person. Innovates, is creative, innovates, and innovates for the company. He innovates, is creative, innovates, and innovates for the company. He innovates, is creative, innovates, and innovates for the company. Acts quickly. He has a sense of urgency about the job and gets things done. He makes clear he's in control and leads by example. Responsible. Furthermore, he is conscientious, organized, and reliable. Furthermore, he gets things done-- he's always on time and is responsible. He works well in a team environment and knows when to speak up and when not to. He keeps everyone on track. Team player. He has the knowledge, skill and confidence to handle any task and doesn't let things get in his way. He's the team game player who's in control. Responsive. Furthermore, he is efficient, well-prepared, and gets things done smoothly.
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