What comments should i write on my performance review

Poor: Has made frequent errors that are harmful to business operations. The quality of work produced is unacceptable. Does not complete required paperwork. Tends to miss small errors in work product.

Required paperwork is completed late or is only partially complete. Meets Requirements: Does not require constant supervision. Error rate is acceptable, and all work is completed timely. Forms and required paperwork are completed on time with minimal errors. Exceeds Requirements: Managers and co-workers have commented on high levels of accuracy and work productivity. Takes pride in work and strives to improve work performance.

All memos, reports, forms and correspondence are completed on time with no errors. Accuracy is excellent. Quantity of work produced is outstanding. Poor: Often calls in to work without prior approval, resulting in excessive unscheduled absences. Leaves the work area unattended to run personal errands.

Is frequently late to work Frequently leaves work early. Needs Improvement: Occasionally calls in to work without prior approval, resulting in unscheduled absences. Occasionally arrives late to work. Sometimes does not make sure all work is completed before leaving for the day. Occasionally leaves work early. Meets Requirements: Consistently arrives to work on time. Makes sure work area is covered at all times.

Has had no unscheduled absences, except for documented emergencies. Exceeds Requirements: Has a good attendance record. Can always be counted on to work overtime when necessary without complaint. Outstanding: Always at work and on time.

Never misses work without prior approval and appropriate notification. Has had no unscheduled absences during the rating period. Poor: Projects an attitude of superiority that turns off other employees. Not cooperative and frequently criticizes others. Displays excessive negativity when working with others. Needs Improvement: Displays occasional negativity when working with others. Rarely offers to assist others in the office. Makes negative comments that affect working relationships with others.

Meets Requirements: Is usually able to answer customer questions. Maintains good working relationships with coworkers. Direct, straightforward, honest and polite. Outstanding: Always cordial and willing to help coworkers, students, and clients. Enthusiastic, energetic and displays positive behavior. Poor: Usually needs direct supervision, even for mundane and everyday tasks. Is not able to think independently or to deal with unexpected occurrences.

Needs Improvement: Gets flustered in unusual situations. Does not always make the best decisions to fit the situation. Meets Requirements: Usually adjusts well to changes in the work place. Maintains good customer service relations, even under stress. Exceeds Requirements: Looks for ways to streamline procedures to improve efficiency and customer service. They are unable to delegate and prioritize tasks.

Time management appraisal comments can enable you to appreciate the ones who are managing effectively. Similarly, it gives you a way to encourage those who aren't being able to manage their time. You have started delivering low-quality work just to finish your work on time.

Customer focus and customer service is the key to building everlasting relationships with customers. Therefore, employees need to acquire skills that will help foster an enriching customer experience. To improve customer experience in your organization, you can refer to these performance review comments:.

You ought to provide a diverse customer experience. A much-required skill, its importance becomes more prevalent among higher authority employees. By analyzing an employee's ethics and morals assists in preventing the spread of demotivating and inappropriate workplace behavior.

She is never late to a meeting. While interpersonal skills come naturally to some people, for others, they can be cultivated with experience and knowledge. Investopedia defines interpersonal skills as "an employee's ability to work well with others while performing their job. In other words, it's the qualities and behavior people use while interacting with others. This article is written by Shreya Dutta. She is a content writer and marketer at Vantage Circle She is passionate about all things literature and entrepreneurship.

To get in touch, reach out to editor vantagecircle. To automate, simplify and streamline all types of recognition and rewards into one easy-to-manage system. We safeguard your personal information in accordance with our Privacy Policy. Book Your Seat. Bookmarks You haven't yet saved any bookmarks. Last Updated on 11 November In fact: One in five employees isn't confident that their managers will provide regular, constructive feedback. Source- Clutch A wholesome appraisal process will consist of both positive and negative appraisal comments.

Furthermore, conduct your reviews in a regular and timely fashion. A higher level of awareness means you are more likely to have a higher confidence level, build stronger relationships, and make better decisions. Being self-aware not only benefits you on an individual level, it also helps your company. The goal of self-evaluation or self-assessment is to provide honest insights into how you perceive your performance and reflect on how others perceive your performance.

Organizational psychologist Tasha Eurich refers to these two perspectives as internal and external self-awareness. Remember, feedback is a process—not just a single event. This will allow you make continuous performance improvements and enhance your career. Between your performance reviews, be observant and mindful when you're collaborating with different teams. You can also take a proactive approach and solicit degree feedback from your peers, managers, and direct reports.

Your self-evaluation is an opportunity to highlight how you used your unique strengths to accomplish your goals while also being honest about areas you could improve. Before writing your self-evaluation, take the time to compare your job description to your recent performance. Where did you excel? Where did you fall short? What personal strengths or weaknesses contributed to this? Using quantifiable data in your self-evaluation will show the real value you provide. It also helps legitimize your results.

For the best results, make sure to include numbers and action words. In addition to using analytics to showcase your accomplishments, you can also use them to create SMART goals for your next review period. These goals should be s pecific, m easurable, a chievable, r elevant, and t imely. But doing so shows that you take ownership of your mistakes and have a growth mindset.

Addressing your weaker areas provides balance for your self-evaluation. It also gives you the opportunity to seek guidance from your supervisor when making improvements.

Remember, these goals should be specific, measurable, achievable, relevant, and timely. There are a lot of resources out there that can help you figure this out. Take the time to research which ones will get you the most return on investment. Your performance review is your opportunity to engage in a dialogue and work together to find solutions.

When you write your self-evaluation, there are three main areas you want to focus on. These include:. I effectively communicate at all levels in our organization by [insert specific examples here]. I frequently share relevant information with my peers so that our team as a whole can benefit. I go beyond what is required to ensure our customers are educated on [insert specific topics here]. I am continually working to improve the customer experience by [insert specific examples here].