Employee appraisals phrases

1. Employee appraisals phrases
Performance appraisals are very useful tool to determine how effective an employee is at
work. These appraisals usually happen once a year, but in recent times, companies have
been putting into effect evaluations every three months or six months. As such, the need
to interact with the staff more becomes even more necessary. While this may be a very
taxing job for a manager, it would lend a more credible evaluation of the employees. This
means that the appraisal will paint a more accurate picture of the performance of the
employee.
The interaction part is just part of the entire appraisal process. What's even more dreadful
at times is the actual writing of the appraisal. With a handful of employees, this should
not be a problem, but more than five can be a daunting task. Managers make the mistake
of making the appraisal a little too generic, and as such, it becomes inaccurate. The
problem is not so much of lack of interaction with the employees, but more of difficulty
in writing the appraisal report. In situations like this, managers need to know the phrases
for performance appraisals.
There is a huge list of phrases to use to evaluate the employees and if managers are
familiar with even just half of them, they can end up writing some of the most effective
and accurate performance appraisals. While the list of phrases is long, they share several
characteristics - specific, behavior-centred, objective, and performance-focused, among
other things.
Writing a very general appraisal report can be detrimental to the organization in general,
and to the employee in particular. This is because the evaluation is not able to capture the
actual performance of the employee. This will not sit well with the employee in question
and may even be disputed. The last thing that managers need is to have the issue
escalated to the upper management, hence, defeating the purpose of the entire evaluation
process.
This problem can be avoided if managers use effective phrases for performance
appraisals. We already know what these phrases have in common, now we get to the
specifics. These phrases are as specific as they come and do not focus on the character,
but rather on the behavior of the employee as he or she goes on to do her daily tasks and
functions.
An example of an appraisal is: "(Name of employee) failed to complete five of the six
projects in the agreed due date, which resulted in a $1000 loss to the department". In this
situation, the employee will be made aware of his or her weaknesses and strengths. With
specific situations being mentioned, it would be much easier to have the facts checked by
other parties.

2. Performance appraisal becomes effective when there is less subjectivity in the words and
phrases used. A specific evaluation avoids possible disputes and can even help the
organization re-define job functions and criteria for evaluation. This also helps adjust and
manage expectations so that employees do not end up failing in criteria deemed to be
immeasurable or unreachable.
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