![]() She is encouraged to attempt to develop solutions before asking for help.She struggles to accept constructive criticism.She will benefit from leadership training to improve this skill.Her personal problems are negatively impacting job performance.She violates the company’s code of conduct and/or code of ethics.She does not perform the required duties.She does not ensure work meets performance standards.She fails to attempt to improve job performance.She fails to engage in professional development opportunities.She displays prejudices that interfere with maintaining a positive work environment.She demonstrates unprofessional behavior while on work grounds.She fails to differentiate between personal and professional relationships.She struggles to develop professional relationships.Poor communication leads to ineffective team meetings.She appears to be distant and standoffish.She does not communicate with other employees.She is unwilling to ask for help when needed.She fails to share important project-related information with the team.She avoids working with others when possible.She does not demonstrate the desire to work in a team environment.She does not offer assistance to others in the office.She fails to be an effective team member.She excels when working individually, but struggles to complete group tasks and projects.Her message is frequently misunderstood due to lack of proper communication skills.She should provide frequent updates on projects to maintain open communication.She does not voice opinions or ideas during team meetings.She fails to alert proper personnel regarding essential issues.Frequent meetings have not proven to be an effective way to communicate with their employees.She needs to improve written and verbal communication.She communicates condescendingly when asked for assistance.She uses derogatory language when communicating with co-workers.She needs to work on communication skills.She has trouble communicating effectively in groups.She does not respect others’ time and responsibilities.She needs to improve her time management skills.She does not meet the attendance policy standards despite frequent warnings.Her frequent absences are impacting reliability.She is regularly late returning from lunch and breaks.Her tardiness does not meet attendance standards for punctuality.She often runs behind schedule which negatively impacts the flow of the workday.She responds to communication outside of the expected time frame.You can use this list to assist you the next time you’re writing a review that requires negative feedback. Here is a list of performance 90 sample phrases for negative performance reviews separated into nine categories. A Zenger and Folkman study found that 92% of respondents agree that “negative feedback if delivered appropriately, is effective at improving performance.” While no one likes to be the bearer of bad news, it’s a necessary part of employee growth and development. When you’re required to write negative performance reviews, the process can turn from tedious to daunting. Writing performance reviews probably isn’t the aspect of your job that you look forward to the most.
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