Sample phrases for performance appraisalsFrustration or FeedbackThere is a significant difference between dumping your anger or frustration onsomeone who is not meeting your standards, and communicating in a way that willcreate a real and permanent shift in behaviour - as well as the required results. Yourability to give meaningful and effective feedback is probably the most useful skill youcan develop as a business leader.However, like all effective communication it takes a little effort and practice. Youneed to consider if it is worth practicing a skill that will create continuousimprovement in your teams and ultimately the success of your business.While it might feel like a good release of pent up feelings; barking at someone,becoming sarcastic or resorting to insults about their abilities, will only create anegative cycle. People, who feel unjustly criticised, will always become defensive andcreate their own self justification for why their performance is what it is. It can easilycreate unhelpful arguments or the silent resentment and systematic collection ofevidence against you to use in a grievance or a claim of unfair or even unlawfultreatment. This will put you on the back foot because it requires a lot of time, effortand money to defend yourself. Remember when it comes to employment law you areguilty until proven innocent.Use objectivityEffective feedback is about raising awareness. It is about the impact of someonesbehaviour, not about them personally. Giving effective feedback is a skill that needsto be developed by practicing regularly. Like all good things in life its about keepingit very simple.You should always address 3 topics: you can think of them as the First-AID forimproved performance.A - Action: The observable things the person is doing poorly.I - Impact: The effects these actions are having.D - Desired Outcome: The ways in which the person could do things more effectively.Some phrases you may want to practice:• "What I have observed is..." (their Action, or lack of Action. This can also beapplied to unwanted behaviour)• "Do you understand how that looks to me? The impression I get if I observe that is...(this is an opportunity to share how you feel about it - but remember to avoidbecoming personal!)• "The Impact of that on the (business / team / work / Client) is... (explain theconsequences of their actions / behaviour because they are probably unaware)
• "What I need to see is...." (the desired outcomes or behaviours you want to see )• "If there is no change, there will be consequences like... (be specific: me always onyour case / going down the more formal route i.e. disciplinary hearings.)• "How can I best support you to succeed?"• "What will you do differently now?• "When will we review this?"Catch people doing something rightIt is also very powerful to give AID Feedback when you see someone doingsomething right. Being very specific about the actions / behaviours you observed, thepositive impact it is having and what you like about it will encourage more of thesame.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.