Good Employee Performance Feedback: Junior Structural Engineer

Expresses openness and candidness when responding to what other have said.

Does not quickly assume what the other person is saying but instead listens to completion.

Knows how to receive and give constructive feedback to other team members.

Encourages other team members to continue to improve themselves and to do well at all time.

Can comfortably get into a conversation with just about anyone.

Builds on good understanding and mutual reliance when given tasks to handle.

Asks open-ended questions and gives group members time to elaborate Yes or No answers

Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people

Has a high marginally functional department that is converted into a highly productive team

Structures the assignment and projects to further strengthen teamwork among the employees

Respects authority from the team leaders, supervisors as well as managers

High performance on group tasks given without waiting for someone else to handle them

Actively seeks the more challenging tasks and does them with ease

Coaches other coworkers on how to utilize the supplied resources for the benefit of the company

Able to set as well as meet both personal goals and performance goals

Helps weak employees meet their goals and beat deadlines with ease

Creates a vision board to help one visualize end goals more clearly and get inspired to take consistent action

Writes down own goals with actionable commitments in order to make them real

Constantly uses the internet to search for information and encourages others to do so

Constantly uses modern communication trends such as instant messages and video conferencing

How well do you assert your opinions and views when having a conversation with someone?

Do you always seek for clarification on issues you do not understand when conversing with someone?

Do you always take credit for what others have done or you appreciate their efforts?

Give an instance you helped your team members to finish their tasks before the deadline?

Give an instance that your feelings and emotions became a hindrance to building meaningful relationships with others?

Do you always seek to make people relaxed when they are talking to you or do you use intimidation?

Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges?

What are some of the methods you have used to solve conflicts in your group?

Do you lead others where you are not willing to go?

Do you reprimand your employees or discuss situations with them?

Are you available when your team needs you to finish tasks?

Do you take delegations from your team leader with the same seriousness as you take one from the manager?

Do you give all the tasks provided your utmost attention or do you overlook details?

Are you willing to change in areas that are not too impressive?

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

What strengths do you have that you can use to work better?

Where do you see yourself in the next five years? What are you going to do to achieve this?

What are some of the things that get you distracted when trying to achieve your goals? How have you handled this?

Are you making any efforts to learn more about internet security, privacy, and confidentiality?

What are you doing to encourage more colleagues to participate in online tech communities where individuals share technology ideas?